No Robot Bosses Act
Latest action (18 Jun 2026): Introduced
What this bill does
This bill, the "No Robot Bosses Act," would place new restrictions and disclosure requirements on employers' use of automated decision systems—software or AI tools that generate predictions, scores, rankings, or recommendations—when those tools are used to make employment-related decisions. Employers would be barred from relying predominantly on such systems for decisions like hiring, firing, discipline, scheduling, or pay, and could not use them in ways that violate existing labor, civil rights, or workplace safety laws, or that interfere with workers' organizing rights. Employers would have to disclose to workers and applicants when and how such systems are used, train staff who operate them, and allow workers to opt out of being managed by an automated system in favor of a human manager, and allow applicants to opt out of automated screening of applications. The bill also requires developers of these systems to conduct predeployment evaluations documenting the system's design, testing, and performance, including whether it was adequately tested across demographic groups, before the system is offered or deployed for employment use (the provided text is truncated before further details, including post-deployment assessments, are fully described).
The bill would affect employers generally covered under federal labor law (with 11 or more workers), as well as certain government employers, and the developers who build or substantially modify these automated systems. It would also affect employees, job applicants, and independent contractors performing work for such employers, giving them new disclosure, appeal, and opt-out rights regarding automated decision-making in the workplace.
The bill was introduced by Senator Edward Markey and several cosponsors on June 18, 2026, and referred to the Senate Committee on Health, Education, Labor, and Pensions. As an introduced bill, it would need to be considered and approved by that committee, then pass the full Senate and House, and be signed by the President before becoming law; no further action has yet occurred.
Plain-English summary generated by Bill100 AI from the official record. Always verify against the source below.
Official summary
This bill is in the first stage of the legislative process. It was introduced into Congress on June 18, 2026. It will typically be considered by committee next before it is possibly sent on to the House or Senate as a whole.
Common questions
- What does S. 4833 do?
- This bill, the "No Robot Bosses Act," would place new restrictions and disclosure requirements on employers' use of automated decision systems—software or AI tools that generate predictions, scores, rankings, or recommendations—when those tools are used to make employment-related decisions. Employers would be barred from relying predominantly on such systems for decisions like hiring, firing, discipline, scheduling, or pay, and could not use them in ways that violate existing labor, civil rights, or workplace safety laws, or that interfere with workers' organizing rights. Employers would have to disclose to workers and applicants when and how such systems are used, train staff who operate them, and allow workers to opt out of being managed by an automated system in favor of a human manager, and allow applicants to opt out of automated screening of applications. The bill also requires developers of these systems to conduct predeployment evaluations documenting the system's design, testing, and performance, including whether it was adequately tested across demographic groups, before the system is offered or deployed for employment use (the provided text is truncated before further details, including post-deployment assessments, are fully described). The bill would affect employers generally covered under federal labor law (with 11 or more workers), as well as certain government employers, and the developers who build or substantially modify these automated systems. It would also affect employees, job applicants, and independent contractors performing work for such employers, giving them new disclosure, appeal, and opt-out rights regarding automated decision-making in the workplace. The bill was introduced by Senator Edward Markey and several cosponsors on June 18, 2026, and referred to the Senate Committee on Health, Education, Labor, and Pensions. As an introduced bill, it would need to be considered and approved by that committee, then pass the full Senate and House, and be signed by the President before becoming law; no further action has yet occurred.
- Has S. 4833 become law?
- Not yet. As of 18 Jun 2026, S. 4833 is introduced.
- Who sponsored S. 4833?
- S. 4833 was sponsored by Sen. Edward “Ed” Markey [D-MA] (Democrat-MA), with 6 cosponsors.
- What's the latest action on S. 4833?
- Introduced (18 Jun 2026).
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