Sponsors (150)
Introduced February 12, 2026 by Rosa L. Delauro · Last progress February 12, 2026
The bill guarantees a nationwide paid sick‑leave floor and stronger enforcement and privacy protections for workers, expanding access and oversight, at the cost of higher compliance, administrative, and litigation burdens (especially for small and multi‑state employers) and added taxpayer/admin costs to implement and enforce the law.
Most workers (including low‑wage workers, parents, and caregivers) gain a statutory paid sick leave benefit (accrual of at least 1 hour per 30 worked, up to ~56 hours/year) that can be used for their own physical or mental health, preventive care, caregiving, and victim‑related needs — and is paid at at least the greater of the employee's regular rate or applicable minimum wages.
Employees get stronger enforceable rights: anti‑retaliation protections, a private right to sue (with potential damages, interest, and fee recovery), and expanded Department of Labor enforcement authority, making it easier to vindicate leave rights.
Workers who already have more generous paid leave under employer plans or state/local laws keep those benefits — the law sets a federal floor and explicitly preserves stronger local protections so employees do not lose existing entitlements.
Employers — especially small businesses and multi‑state employers — face substantial new labor and payroll costs (higher paid hours, potentially higher pay floors, reinstatement rules), which may lead to reduced hiring, hours, or higher consumer prices.
The Act imposes nontrivial administrative and compliance burdens (recordkeeping, posting/written notices, payroll tracking, certification and carryover rules, and tight federal rulemaking timelines) that will increase employer overhead and may be especially difficult for small employers and public agencies.
Expanded enforcement and private litigation rights raise litigation exposure for employers (including states that accept federal funds), increasing risk of suits, damages, fees, and administrative investigations that can be costly and disruptive.
Based on analysis of 13 sections of legislative text.
Requires most employers to provide paid sick leave that employees accrue at a minimum rate of 1 hour per 30 hours worked, up to 56 hours per year, usable for an employee’s own medical care, to care for family members, for school-related appointments, and for needs related to domestic violence, sexual assault, or stalking. Employers must post notices, keep records, and may require limited certifications for extended leave; the Department of Labor enforces the law with FLSA-like authority and employees may sue for violations. Preserves any employer policies that are more generous, prevents private agreements from reducing the statutory minimums, directs agencies to issue implementing regulations with specified deadlines, requires annual BLS data collection and a GAO study, and takes effect six months after required regulations are issued.