This bill protects employees and independent contractors who report AI-related security risks or violations. It prohibits employers from retaliating against workers who disclose AI security vulnerabilities (like potential theft of AI systems) or AI violations (such as unsafe development practices) to regulators, Congress, or internal supervisors. Covered individuals can seek remedies like reinstatement, double back pay, and legal fees through the Labor Department or federal court if retaliated against. The law explicitly blocks employers from requiring arbitration or waiving these protections through contracts.
This bill, the Richard L. Trumka Protecting the Right to Organize Act of 2025, aims to strengthen workers' rights to organize and bargain collectively. It would make it harder for employers to classify workers as independent contractors by changing the definition of "employee," restricts employers from threatening to permanently replace workers who strike, and prohibits them from requiring employees to give up their right to pursue class or collective claims. The bill also changes election procedures to make it easier for workers to form unions, requires employers to post notices about workers' rights in conspicuous locations, and increases penalties for unfair labor practices. It directly affects employers and workers across various industries by altering the landscape of labor organizing and collective bargaining.
HR 4050, the Advancing Skills-Based Hiring Act of 2025, creates a voluntary program allowing employers with over 100 employees to submit validation evidence for skills-based hiring assessments to the Equal Employment Opportunity Commission (EEOC). Employers can request an EEOC determination confirming their assessments are job-related and consistent with business necessity under federal law, with a fee required for review. If approved, employers gain a legal "safe harbor" to defend against discrimination claims related to those assessments. The bill requires employers to include adverse impact data in submissions but protects submitted information from future enforcement actions or court use without consent. It directly affects businesses using skills-based hiring tools, aiming to streamline compliance verification through EEOC review.
This bill establishes new transparency and accountability requirements for digital labor platforms (like ride-hail and delivery apps) that currently misclassify workers as independent contractors. It requires platforms to disclose how algorithms determine pay and work assignments, provides detailed pay statements showing the "take rate" (the percentage of consumer payments kept by the platform), and caps the take rate at 25% for ride-hail services. The bill directly affects app-based workers (such as drivers and delivery personnel) and the platforms they work for, aiming to address wage theft, lack of benefits, and algorithmic opacity. It also includes whistleblower protections for workers who report violations and mandates platforms to report demographic and compensation data to the government.
The No Tax Breaks for Union Busting Act would deny tax deductions for employers who spend money to influence employees' decisions about union activities, such as union elections or collective bargaining. It defines "labor organization activities" broadly to include union elections, labor disputes, and collective actions. The bill requires employers to report such spending on tax returns and prevents them from deducting these expenses from taxable income. This would apply to employers using tactics like captive audience meetings, outside consultants, or other efforts to sway workers' union decisions. The policy aims to remove tax incentives for employers to interfere with workers' rights under labor law.
The AI Workforce PREPARE Act requires the Department of Labor to collect and analyze data on how artificial intelligence affects jobs, including tracking AI adoption by employers and forecasting impacts on specific occupations. It establishes an AI Workforce Research Hub to lead this effort, mandates new survey questions about AI in the workplace, and requires employers to disclose when AI contributes to mass layoffs. The bill creates detailed employment forecasts for occupations most affected by AI, with prediction intervals showing uncertainty ranges, and aims to integrate this data into workforce training programs. These provisions are designed to help workers, employers, and policymakers prepare for AI-driven changes in the labor market.
The "No Robot Bosses Act" (HR 6371) prevents employers from making final employment decisions (like hiring, firing, or promotions) using automated systems without human oversight. It requires companies with 11+ employees to test these systems for bias against protected groups, explain how they work in plain language to workers, and provide opportunities for workers to dispute automated decisions through human review. The bill creates a new Technology and Worker Protection Division within the Department of Labor to enforce these rules and requires annual public reports on bias testing. It also includes strong whistleblower protections for workers who report violations. The law applies to most employers but excludes certain government entities and labor organizations acting in their representative capacity.
This bill establishes federal standards for unemployment insurance to increase consistency and support during economic downturns. It sets minimum requirements for benefit duration (26 weeks), wage replacement (75% of earnings), and maximum benefit amounts, while expanding eligibility for individuals separated due to compelling reasons like family care or workplace violence. The bill creates a new Jobseeker Allowance program providing weekly payments to unemployed individuals actively seeking work, with higher payments during periods of elevated unemployment. States would administer these programs with full federal funding for extended benefits and specific administrative support for the new allowance. The changes would take effect for unemployment claims beginning on or after January 1, 2027.
HR 6818, the Part-Time Worker Bill of Rights Act, would expand rights for part-time workers by reducing eligibility requirements for family and medical leave from 12 months to 90 days of employment under the FMLA. The bill prohibits employers from discriminating against part-time workers based on hours worked, requiring equal treatment for benefits, promotions, and scheduling. It mandates that employers obtain written statements from employees about their desired work hours and prioritize offering available work hours to existing employees before hiring new external workers. The bill establishes enforcement mechanisms including civil penalties for violations and allows employees to file private lawsuits for damages, with the Secretary of Labor having investigative authority to ensure compliance. This legislation directly affects part-time workers and employers with more than 15 employees across both private and public sectors.
This non-binding resolution expresses the House's support for creators and digital workers (over 10 million Americans earning income via platforms) who face challenges like misclassification as independent contractors, opaque revenue terms, and limited access to benefits. It calls for transparent revenue-sharing agreements, portable health care and retirement options, clearer platform algorithm policies, and protections against unfair account actions. The resolution does not create new laws but urges platforms and policymakers to address these issues. It focuses on concrete concerns like income volatility and lack of labor protections for this growing workforce.
