US HB6371: No Robot Bosses Act

In one paragraph

The federal H.R. 6371 (No Robot Bosses Act) would bar employers from relying exclusively on an automated decision system for an employment-related decision, and from using its output unless it was tested before use and at least annually for discrimination, disclosed to the individual, overseen by a human, explained in writing within 7 days and open to dispute and appeal. Employees could opt out of being managed by such a system. Enforcement would be by the Labor Secretary, private lawsuits and State attorneys general. Introduced December 3, 2025 and referred to three House committees; no further action.

Plain-English summary, written with AI assistance. The official text controls.

What it means for business

None yet: the bill is pending. Employers with 11 or more workers using automated decision systems for hiring, firing, pay or other decisions would need testing, disclosures, human oversight and appeals, with Labor Department, private and State enforcement.

Key provisions

1. 1Sec. 3(a)(1): an employer may not rely exclusively on an automated decision system in an employment-related decision, and may not use its output unless it was tested and validated before use, independently tested for discriminatory impact at least annually with results made public, disclosed to the individual, subject to meaningful human oversight, and the person can dispute it to a human and appeal
2. 2Within 7 days after the decision the employer must give free, plain-language documentation of the system, the input data, how the output was used and the reasoning
3. 3Sec. 3(a)(2)-(3): employers must disclose the use of such a system to covered individuals (for hiring, before the decision; for candidates, before accepting an application), update disclosures within 30 days of significant changes, and train those who operate or use the system
4. 4Sec. 3(b): an employer that manages a covered individual through an automated decision system must let that individual opt out and be managed by a human manager
5. 5Covered employers are those employing or engaging 11 or more covered individuals, plus public agencies; Sec. 4 creates a Technology and Worker Protection Division in the Department of Labor; Sec. 6 bars retaliation against people who exercise rights under the Act
6. 6Sec. 7: the Labor Secretary may investigate; covered individuals and labor organizations may sue, and courts may award damages of $5,000 to $20,000 per violation ($10,000 to $40,000 if willful or repeated), inflation-adjusted; State attorneys general may seek civil penalties up to $50,000 per violation ($100,000 for certain repeat violations); predispute arbitration agreements are not enforceable
7. 7Introduced December 3, 2025 and referred to the Committees on Education and Workforce, House Administration, and Oversight and Government Reform

Latest legislative action

Dec 3, 2025. Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, and Oversight and Government Reform, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.