No Robot Bosses Act (S4833)
Current understanding
The No Robot Bosses Act (S4833) would regulate the use of automated decision systems (ADS) in employment decisions such as hiring, promotion, discipline, scheduling, and termination. For workers, the bill would create new disclosure, human-review, and anti-discrimination safeguards when employers rely on algorithmic tools; for employers, it would impose testing, notice, and recordkeeping obligations before ADS may drive consequential employment actions. Status: introduced and referred to the Senate HELP Committee (June 2026).
Evidence log
- 2026-06-18 — AI-Related Job Impacts Clarity Act: cross-connection with ai-related-job-impacts-clarity-act: Both address AI’s role in the workplace — this bill focuses on transparency about AI’s effects on jobs, while No Robot Bosses regulates automated employment decisions. (novelty: 2)
- 2026-06-24 — Aging with Artificial Intelligence Act of 2026: cross-connection with aging-with-artificial-intelligence-act: Both are Senate HELP-referred bills addressing AI’s role in workforce and human welfare contexts, though this one focuses on AI applications for aging populations rather than algorithmic management of workers. (novelty: 3)
- 2026-06-23 — Stop Spying Bosses Act: cross-connection with stop-spying-bosses-act: Both bills target employer use of automated/surveillance technologies over workers; Stop Spying Bosses focuses on monitoring, No Robot Bosses on algorithmic employment decisions — complementary federal framing of workplace tech oversight. (novelty: 3)
- 2025-10-09 — Right to Override Act: cross-connection with right-to-override-act: Both proposals restrict employer use of automated/AI decision systems over workers — No Robot Bosses Act addresses AI employment decisions broadly, while Right to Override Act creates a sector-specific clinician override right against AI clinical decision support. (novelty: 4)
- 2026-06-18 — No Robot Bosses Act: cross-connection with ai-whistleblower-protection-act: Both address AI/algorithmic accountability in the workplace: S4833 restricts employer use of automated employment decisions, while HR3460 protects workers who disclose AI-related harms — complementary front-end restrictions and back-end whistleblower protections. (novelty: 3)