Summary

Changes the Fair Labor Standards Act definition of “hours worked” to exclude two kinds of time from paid work hours: (1) time spent changing clothes or washing at the start or end of the day when that time already was excluded during the week by an existing collective‑bargaining agreement or long‑standing custom under that agreement; and (2) time spent attending or participating in education, training, or similar activities outside an employee’s regular work hours if attendance is voluntary, the employer takes no adverse action for nonattendance, and the employee does not perform work while attending. The rule applies to hours worked on or after the law’s enactment. Employers may therefore not have to count these specific periods as compensable hours for nonexempt employees, which can reduce payable straight‑time and overtime hours; unions, hourly workers, and employers will be the most directly affected.

• Excludes certain changing/washing time from FLSA "hours worked" only when previously excluded under a bona fide collective‑bargaining agreement or custom/practice under that agreement.
• Excludes voluntary, off‑hour education or training from compensable hours if attendance is voluntary, occurs outside regular hours, and no work is performed while attending.
• Applies to hours worked on or after the date of enactment.
• Reduces the amount of time employers must count as paid work in qualifying situations, which can lower straight‑time and overtime pay obligations.
• Mandatory or on‑the‑clock training and education remain compensable time.
• Employers will need to revise timekeeping and payroll practices and may review union contract language.
• Creates potential areas for disputes over whether attendance was voluntary, whether activities occurred outside regular hours, or whether work occurred during training.
• Does not provide new funding, change taxes, or create emergency or appropriations provisions.