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Changes the Family and Medical Leave Act to add explicit language naming “the birth of a son or daughter of the employee” as a qualifying reason and requires employers to give a new notice to eligible employees who take leave for that birth. The notice must inform the employee about the employer’s rules regarding recovery of certain premiums if the employee fails to return to work after the leave.
Amend Section 104(c)(2)(B) of the Family and Medical Leave Act (29 U.S.C. 2614(c)(2)(B)) by modifying clause (i) as stated in the text (text states: “in clause (i), by striking the at the end;”).
Redesignate existing clause (ii) of Section 104(c)(2)(B) as clause (iii).
Insert a new clause (ii) after clause (i) in Section 104(c)(2)(B) that reads: “the birth of a son or daughter of the employee; or.”
Add paragraph (4) to Section 104(c) of the Family and Medical Leave Act requiring an employer to notify any eligible employee who takes leave for the birth of a son or daughter that the employer may not recover any premium described in paragraph (2) that the employer paid for maintaining coverage if the employee fails to return due to such birth.
Who is affected and how:
Employees (workers): Eligible employees taking FMLA leave for the birth of a child will receive an explicit notice about premium recovery rules. That notice may change expectations about whether an employer can attempt to recoup health-plan or other premiums if the employee does not return from leave.
Employers and Human Resources: Employers must update FMLA-related notices, handbooks, and forms to include the new language and ensure the required notice is provided when leave for birth is taken. HR and benefits teams will need to coordinate to ensure premium payment and recovery procedures align with the new notice.
Group health plans / benefits administrators: Entities that manage employer-sponsored benefit premiumbilling and repayment practices should review procedures to avoid attempting recoveries inconsistent with the notice and to document compliance.
Legal and compliance officers: May need to review employer policies to reduce risk of disputes or claims tied to notice failures or improper premium recovery.
Overall effect: The amendment is mainly procedural and clarifying. It increases employer compliance tasks (updating notices, training staff) and gives employees clearer written information about premium recovery rules tied to leave for the birth of a child. Fiscal impacts are likely small and administrative in nature; it does not create a new entitlement program or large funding changes.
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Referred to the Committee on Education and Workforce, and in addition to the Committees on Oversight and Government Reform, and House Administration, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.
Introduced April 8, 2025 by Riley M. Moore · Last progress April 8, 2025
Referred to the Committee on Education and Workforce, and in addition to the Committees on Oversight and Government Reform, and House Administration, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.
Introduced in House
