HR 6371
No Robot Bosses Act
TL;DR
Rep. Suzanne Bonamici's No Robot Bosses Act would restrict employers from relying solely on automated decision systems (like AI resume screeners, productivity trackers, and firing algorithms) to make employment decisions. It requires human oversight, disclosure to workers, and independent audits before these tools can be used in hiring, firing, promotion, or discipline.
How This Might Impact Your Business
Employers using AI or algorithmic tools for hiring, firing, promotion, discipline, or scheduling would need a human to meaningfully review each decision before it takes effect.
Companies would have to disclose to job applicants and employees when automated systems are being used to evaluate them, including what data is collected and how it's used.
Independent, third-party bias and accuracy audits would be required before deploying these systems, with results likely reportable to the Department of Labor.
HR Tech vendors selling AI screening, video interview analysis, or productivity monitoring tools would face new certification and documentation demands from enterprise buyers.
Workers would gain the right to appeal automated decisions and correct inaccurate data, creating new HR workflow and recordkeeping obligations.
Penalties would be enforced through the Department of Labor, with civil fines for non-compliance and potential private right of action for affected workers.
Currently in committee (Education and Workforce, House Administration, Oversight), so no immediate compliance deadline, but signals where federal enforcement is heading.
What Should You Do
Inventory every AI or algorithmic tool currently used in your hiring, performance management, scheduling, and termination processes, including vendor names and decision types.
Ask your HR Tech vendors (Workday, HireVue, Eightfold, etc.) for their bias audit documentation and model cards now, before regulators require them.
Have legal and HR draft a candidate/employee AI disclosure notice you could deploy quickly if this or similar state laws (NYC 144, Illinois, California) expand.
Assign a named human reviewer for automated hiring and discipline decisions today; document the review to demonstrate 'meaningful human oversight.'
Track this bill through the House Education and Workforce Committee and monitor parallel state efforts, which are moving faster than federal action.
Who It Affects
Sponsors
Status Timeline
committee
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.
December 3, 2025