AI layoff bills in Congress: the AI-Related Job Impacts Clarity Act and the AI Workforce PREPARE Act

There is no US federal law yet that makes employers report job losses caused by AI. Two bipartisan bills in the 119th Congress would change that. The AI-Related Job Impacts Clarity Act would make large companies and federal agencies report AI-related layoffs and hires every quarter. The AI Workforce PREPARE Act would add an AI statement to mass layoff notices under the WARN Act and build better government data and forecasts on AI and jobs. Two related bills deal with AI usage data and AI training tax credits. This page sets out what each bill says, from the bill texts on GovInfo, and where each one stands.

The short answer: neither bill has passed. Both were referred to the Senate Health, Education, Labor, and Pensions (HELP) Committee, and neither has moved past committee as of 9 November 2026 (S. 3108 status, S. 3339 status).

The two bills at a glance

	AI-Related Job Impacts Clarity Act	AI Workforce PREPARE Act
Bill number	S. 3108 (Senate); H.R. 9352 is the identical House bill	S. 3339
Introduced	5 November 2025 (Senate); 18 June 2026 (House)	3 December 2025
Sponsors	Sen. Josh Hawley (R-MO) and Sen. Mark Warner (D-VA); later cosponsors Sen. Tim Kaine (D-VA) and Sen. Marsha Blackburn (R-TN). House: Rep. Steven Horsford (D-NV) and others	Sen. Jim Banks (R-IN) with Sen. Maggie Hassan (D-NH), Sen. John Hickenlooper (D-CO) and Sen. Jon Husted (R-OH); later cosponsor Sen. Roger Marshall (R-KS)
Who would report	Publicly traded companies and federal agencies; some private companies, chosen by Labor Department rules	Any employer giving a WARN notice where AI was a substantial factor in the mass layoff
What they would report	Every quarter: AI-related layoffs, AI-related hires, jobs left unfilled because of AI, and workers being retrained	In the WARN notice: that AI was a substantial factor, what AI, the estimated share of the job losses due to it, and any retraining offered first
Where it stands	Senate: in the HELP Committee. House: referred to the Committee on Education and Workforce on 18 June 2026	In the Senate HELP Committee since 3 December 2025

AI-Related Job Impacts Clarity Act (S. 3108)

The bill would require a covered entity to disclose to the Secretary of Labor, no later than 30 days after the end of each quarter, any AI-related job impact it had in the United States (bill text). The disclosure would include:

• the number of people laid off during the quarter substantially due to the replacement or automation by artificial intelligence of their functions;
• the number of people hired substantially due to the incorporation of AI;
• the number of positions filled at some point in the previous quarter that the employer has decided not to fill because AI replaced or automated their functions;
• the number of people the employer is retraining, or helping to retrain, because of AI;
• any other information the Secretary decides is appropriate, with the industry (NAICS) codes for each disclosure.

Who is covered: publicly traded companies and federal agencies. Within 180 days of the law passing, the Labor Department would write rules on which private companies also have to report, looking at employee numbers, annual revenue, industry, and regional or national employment impact. The bill says any rules for private companies must be proportionate to their size and must protect proprietary and personal information.

What happens to the data: the Bureau of Labor Statistics would summarise the disclosures every quarter, analyse the net impact every other quarter, and publish the reports and the underlying data on the BLS website no later than 60 days after each quarter ends, with a copy to Congress. The Secretary could also fold the questions into an existing BLS or Census survey and let companies report that way.

AI Workforce PREPARE Act (S. 3339)

The full name is the AI Workforce Projections, Research, and Evaluations to Promote AI Readiness and Employment Act. It is mostly about government data and forecasting, with one direct duty for employers (bill text).

An AI statement in WARN notices

Section 204 would amend the federal WARN Act, which already requires 60 days' notice of many plant closings and mass layoffs. Where AI was a substantial factor in a mass layoff that needs a WARN notice, the notice would also have to:

• say that AI was a substantial factor;
• describe the type and use of that AI;
• estimate what percentage of the job losses is due to it;
• say what, if anything, was done to upskill or retrain employees before the layoff.

A good-faith statement and estimate would be enough to comply. The Labor Department would have 300 days to issue guidance on how employers decide whether AI was a substantial factor and how they estimate the percentage, and the duty would apply to notices issued from one year after the law passes. For how WARN works today, see AI layoffs and consultation rules.

Data, research and forecasts

• AI Workforce Research Hub in the Labor Department, working with the Census Bureau, the Bureau of Economic Analysis and BLS, to study AI's effect on workers and plan for a range of impact levels.
• AI questions in federal surveys within a year: the Census Bureau's Annual Business Survey, Current Population Survey and Business Trends and Outlook Survey, and the BLS Occupational Requirements Survey and American Time Use Survey. The Business Trends and Outlook Survey already asks about AI use; see AI in the workplace statistics.
• Voluntary data sharing by AI developers and companies that use AI, anonymised and used only for statistics.
• Detailed forecasts for at least 15 occupations that the Labor Department picks as most worth a closer look, listed in the Federal Register at least every two years, with yearly range forecasts of employment 2, 4 and 8 years ahead that show how uncertain they are.
• A forecasting prize competition run by the National Science Foundation for accurate short-term forecasts on AI and the labour market.
• Specialist hiring: the Labor Department could hire AI and data experts quickly into the excepted service, outside the usual competitive hiring rules.
• Training and support: a study on how a Rapid AI Adjustment Assistance Program for workers who lose jobs to AI could work, drawing on the Trade Adjustment Assistance program, and updates to state lists of in-demand industries and occupations.

Two more AI workforce bills: the Workforce Transparency Act and the AI Workforce Training Act

Two other bills in the 119th Congress come up in searches for AI workforce bills. Neither makes employers report layoffs, but both are about AI and jobs.

	Workforce Transparency Act of 2026	AI Workforce Training Act
Bill number	S. 4476	H.R. 7576
Introduced	30 April 2026	13 February 2026
Sponsors	Sen. Mark Warner (D-VA) and Sen. Ted Budd (R-NC)	Rep. Josh Gottheimer (D-NJ) and Rep. Mike Lawler (R-NY); later cosponsors Rep. Al Green (D-TX), Rep. Shri Thanedar (D-MI) and Rep. James Walkinshaw (D-VA)
What it does	Lets AI providers and their business customers send the Labor Department anonymised, aggregated data on how their AI is used for work; BLS publishes it	A federal tax credit for employers that train staff in AI
Mandatory?	No. Sharing data is voluntary, and agencies may not hold it against a company that does not take part	No. Employers can claim the credit if they qualify
Where it stands	In the Senate HELP Committee since 30 April 2026	In the House Ways and Means Committee since 13 February 2026

Workforce Transparency Act (S. 4476)

The Warner and Budd bill is about AI usage, not layoffs (bill text, status). Companies that offer AI systems to consumers or businesses, and enterprise customers that use them, could choose to submit aggregated data to the Secretary of Labor on:

• how interactions split across broad task categories, such as writing, coding, research, analysis, translation or job-related help;
• the same split by state or metro area, and by adult age range where privacy allows;
• how usage changes over time.

Submissions cannot include personal data, employer- or customer-specific data, trade secrets, model weights, training data or source code, and are exempt from FOIA. BLS, working with the Census Bureau, would run a public online database and send Congress a yearly report, with guidance and rules due within 180 days. A BLS working group would look at publishing labour data that combines age and occupation, to show how AI affects entry-level and early-career workers. The Labor Department could go to court only over a knowing and willful misrepresentation in the data.

AI Workforce Training Act (H.R. 7576)

This bill would add a new section 45BB to the Internal Revenue Code (bill text, status). Employers could claim a credit of 30% of qualified AI training expenses, capped at $2,500 per employee per year, indexed to inflation after 2026. Qualified expenses would be:

• enrolment or attendance costs for an accredited AI training program, including workshops, certificate programs and courses on prompt engineering, data literacy, machine learning fundamentals or AI ethics;
• the employee's wages while attending;
• the cost of developing or providing in-house AI training.

As written, it would apply to tax years beginning after 31 December 2025. Treasury, Labor and Commerce would run an outreach campaign (webinars, multilingual material through small business development centers, trade associations and workforce boards) within 180 days and report to Congress each year. For what AI skills employers ask for, see AI skills to learn.

Why these bills exist

Nobody counts AI job losses officially today. The best-known figure comes from a private firm, Challenger, Gray & Christmas, which tallies job cuts that employers announce and the reasons they give; see AI job loss: what the data says. BLS projections cover every cause of job change, not AI alone (see jobs most exposed to AI). Both bills try to close that gap: one through mandatory company reports, the other through WARN notices, surveys and forecasts.

What this means for employers and workers now

• Employers: nothing in either bill applies yet. If one passes, you would need to know which job changes were substantially due to AI. Keeping records now of where AI replaced tasks, which roles were left unfilled and what retraining was offered would make reporting easier later.
• Workers: if you lose your job in a mass layoff, today's WARN notice does not have to mention AI. State WARN laws and state AI laws can add duties; see AI layoffs and consultation rules.

This page is based on the introduced bill texts and bill status records on GovInfo, checked on 9 November 2026. Bills often change or die in committee, so check the current status before relying on it. This is not legal advice.