No Robot Bosses Act
The source supplies the latest action, but no lifecycle stage.
Latest action (18 Jun 2026): Read twice and referred to the Committee on Health, Education, Labor, and Pensions.
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.
Timeline
18 Jun 2026
Read twice and referred to the Committee on Health, Education, Labor, and Pensions.
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?
- The source does not supply a confirmed lifecycle stage for S. 4833. Check the latest action and official source below.
- Who sponsored S. 4833?
- S. 4833 was sponsored by Sen. Markey, Edward J. [D-MA] (D-MA), with 6 cosponsors.
- What's the latest action on S. 4833?
- Read twice and referred to the Committee on Health, Education, Labor, and Pensions. (18 Jun 2026).
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More bills from Sen. Markey, Edward J. [D-MA]
Facial Recognition and Biometric Technology Moratorium Act of 2026
Cybersecurity and AI Board of Investigations Act of 2026
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