To prohibit forced arbitration in work disputes, and for other purposes.

119th Congress Introduced by Suzanne Bonamici and 6 co-sponsors

Prohibits mandatory arbitration for work disputes, ensuring employees can pursue claims in court and access traditional remedies instead of arbitration.

Introduced in House

Overview

HR 9995, introduced in the 119th Congress, would prohibit forced arbitration in work disputes and address related labor and employment protections. The bill’s central aim is to ensure that employees, applicants, and other workers can pursue disputes arising from work-related issues without being compelled to arbitration instead of court litigation or statutory rights enforcement.

Main purpose and intent

Eliminate mandatory arbitration clauses and processes that require employees to resolve workplace disputes outside of court.

Strengthen workers’ access to traditional judicial remedies for claims stemming from employment relationships.

Align workplace dispute resolution with workers’ statutory rights and protections, reducing barriers to relief outside of arbitration.

Key provisions and changes (as implied by title and scope)

While the full text is not provided here, the bill’s core elements are typically anticipated to include:
- Prohibition on mandatory arbitration agreements at the inception of employment, during employment, or for any work-related dispute that would otherwise be adjudicated in court.
- Prohibition on any policy or practice that requires workers to arbitrate disputes as a condition of employment or continued employment.
- Measures to ensure workers can file lawsuits or pursue appropriate legal remedies in court, including class or collective actions where applicable.
- Potential protections for existing arbitration agreements, with timelines for transition or revocation, and guidance on how unresolved disputes proceed (e.g., whether current arbitrations must be moved to court).

Who is affected

Employees, prospective employees, contractors, and other workers who have work-related disputes.

Employers and organizations that currently use or rely on mandatory arbitration agreements or retaliation-free arbitration policies.

Employers’ HR departments, legal counsel, and compliance teams responsible for drafting and enforcing employment agreements.

Procedural and timeline aspects

Introduced in the House on 2026-07-30.

Referred to the Committee on the Judiciary and the Committee on Education and the Workforce for consideration of provisions within their jurisdiction.

No specific timeline for passage is provided in the summary; typically, committee hearings, markups, and potential floor action would follow, with possible amendments.

Potential impacts

Increased access to court litigation for workplace disputes, potentially affecting the speed and cost of resolution for both workers and employers.

Reduction or elimination of arbitration-based pathways for wage-and-hour, discrimination, retaliation, and other employment claims.

Possible expansion of rights to pursue class or collective actions, depending on how modern labor and employment protections are integrated.

Administrative and compliance implications for employers who previously relied on arbitration agreements.

Notes

The summary reflects the bill’s stated objective to prohibit forced arbitration in work disputes; the exact text would specify definitions (e.g., what constitutes a “work dispute”), any exemptions (e.g., certain types of claims or agreements), and the processes for enforcement and transition.

Sponsorship includes multiple House members, indicating bipartisan or coalition support among labor-rights advocates and labor organizations.