What This Bill Does
The AWARE Act would require the Bureau of Labor Statistics to collect and report statistics on the use of artificial intelligence in the workplace. It amends the Department of Labor’s reporting authority so federal labor data would explicitly include AI use, and it requires the BLS to start collecting those statistics within 18 months after enactment. The bill would affect employers, workers, researchers, educators, and policymakers who rely on labor-market data, but it does not itself regulate AI use or set penalties. Instead, it creates a new federal data-gathering mandate tied to the existing definition of artificial intelligence in federal law.
- BLS would have to report on the "usage of artificial intelligence" in workplace statistics.
- The bill amends Section 4 of the Act of March 4, 1913 (29 U.S.C. 2).
- BLS must begin collecting the new AI statistics within 18 months after enactment.
- The bill uses the federal AI definition in section 5002 of the National Artificial Intelligence Initiative Act of 2020.
- The measure is about labor-market data collection, not direct AI regulation.
Who This Bill Affects
If you are an employer, worker, educator, or policy researcher, this bill would mainly affect you by improving the federal statistics available on AI use in the workplace. That could make it easier to see where AI is changing tasks, training needs, hiring, wages, or staffing, but it would not directly change your eligibility for any benefit or impose a new workplace rule on you personally. The clearest practical effect is better information from the Bureau of Labor Statistics, beginning no later than 18 months after enactment.
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- Bill
- HR 9381
- Congress
- 119th Congress
- Official title
- AWARE Act
- Policy area
- Technology
- Latest action
- Referred to the House Committee on Education and Workforce. (June 22, 2026)
- Last updated
- June 23, 2026
Who Supports & Opposes This
- Workers and job seekers They may want better data on how AI is changing tasks, wages, hours, and job titles so training and career decisions can be based on evidence rather than guesswork. More complete statistics could also help identify where displacement or new opportunities are emerging.
- Employers and business planners Businesses often need reliable labor-market information to plan staffing, training, and technology adoption. Better federal statistics on AI use could help employers benchmark what is happening across industries and occupations.
- Researchers and workforce educators Analysts, colleges, and training providers can use timely, representative data to design programs that match changing workplace needs. The bill’s findings specifically emphasize better information for employment projections and workforce policy development.
- Employers concerned about reporting burden Even though the bill is framed as statistical reporting, new data collection can mean surveys, administrative effort, and time spent responding to federal requests. Smaller firms may worry about added paperwork or about being asked to describe internal technology use.
- Privacy-focused workers and advocates Questions about worker-level AI use, job tasks, and training could be seen as sensitive workplace data if collection is not carefully designed. Some may worry that information gathered for statistics could still raise confidentiality concerns or be used too broadly.
- Fiscal conservatives They may argue that expanding federal data collection is not the best use of government resources if existing surveys already capture some related labor-market trends. Their concern is that the new reporting mandate could add costs without immediate, direct benefits.
Key Implications
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“"report on the usage of artificial intelligence in the workplace"”
This is the core mandate: BLS would need to produce official labor statistics specifically about workplace AI use, not just general technology trends. That can improve visibility into AI’s effects across jobs and industries.
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“"begin collecting...the statistics on the usage of artificial intelligence...not later than 18 months"”
The bill sets a clear deadline for implementation. BLS would have a year and a half after enactment to start gathering the new AI-related data.
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“"employer adoption of AI technologies"”
The bill is meant to measure whether companies are actually using AI, which matters because adoption can differ sharply by industry, firm size, and occupation. That information can help explain where labor-market disruption or productivity gains may occur.
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“"worker-level use of AI technologies within jobs and occupations"”
This goes beyond company adoption and looks at how employees themselves use AI on the job. It could capture whether AI is assisting tasks, replacing parts of work, or changing the skills needed in a role.
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“"full and complete statistics on the usage of artificial intelligence"”
By inserting this language into the Department of Labor’s reporting authority, the bill makes AI a standing part of federal labor statistics. The practical result is a stronger federal mandate to track a fast-changing technology over time.
Latest Status
June 22, 2026
Referred to the House Committee on Education and Workforce.
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