A bipartisan group of US lawmakers has re-introduced legislation aimed at curbing the use of automated decision-systems in employment, renewing the push for what has become known as the “No Robot Bosses Act.”
The bill would restrict employers from relying primarily or exclusively on automated decision systems (ADS) – including AI tools – when making hiring, promotion, termination or disciplinary decisions. Instead, it mandates meaningful human oversight, disclosure to affected workers, and training for users of the systems.
Although the original Senate version – S.2419 – No Robot Bosses Act introduced in July 2023 – remains stalled in committee. It currently carries “Introduced” status with no further action taken.
The House has a companion measure, H.R. 7621 – No Robot Bosses Act, referred to several committees in March 2024 but likewise remains in limbo.
The renewed effort comes as federal regulators, industry groups and state legislatures increasingly focus on how artificial intelligence and robotics are reshaping workplaces. Analysts say that with automation advancing rapidly, lawmakers are now under pressure to implement guardrails around “robot bosses”.
States have already begun to act. For example, California’s version of the “No Robo Bosses Act” (SB 7) advanced through its legislature but was vetoed by Governor Gavin Newsom in October 2025, underscoring both the complexity and the contested nature of the policy debate.
Supporters of the federal bill say it would protect workers from opaque, unreviewed machine-made decisions and ensure meaningful human judgment remains in the loop. They argue that as AI tools become more integral to workforce decisions, transparency and fairness cannot be an afterthought.
Critics counter that the legislation may impose burdensome regulation on businesses and stifle innovation. With the bill’s fate uncertain, employers are being urged to anticipate future regulation and review their use of workplace automation now.
