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Amends subsection 101(4)(A)(i) (29 U.S.C. 2611(4)(A)(i)) by replacing the phrase '50 or more employees' and the remainder of that clause with '1 or more employees;'.
Amends subsection (a)(2)(B) by striking the requirement that a covered employee be employed for 12 months and for at least 1,250 hours during the previous 12 months and inserting a 90-day employment requirement.
Shortens the time an employee must work before they qualify for job‑protected family or medical leave and expands which employers must follow the law. It replaces prior 12‑month (and the 1,250‑hour) tenure tests with a 90‑day test and lowers the employer‑size threshold from "50 or more employees" to "1 or more employees," making nearly all private employers — and continuing coverage for federal, Presidential, and Congressional employees — subject to the Family and Medical Leave Act protections after 90 days of service.
Amends the definition of 'eligible employee' in section 101(2) of the Family and Medical Leave Act (29 U.S.C. 2611(2)) by replacing the text of subparagraph (A) so that an employee must be employed for at least 90 days by the employer with respect to whom leave is requested under section 102.
In the same statutory paragraph (29 U.S.C. 2611(2)), amends subparagraph (B) by striking the phrase 'does not include—' and all that follows through the end of that subparagraph (effectively removing that text).
Strikes subparagraphs (C) and (D) of 29 U.S.C. 2611(2).
Redesignates former subparagraph (E) of 29 U.S.C. 2611(2) as subparagraph (C).
Amends Title 5, United States Code, section 6381(1)(B) by replacing '12 months' with '90 days'.
Workers: Many more employees will be eligible for job‑protected family and medical leave earlier in their employment—after 90 days instead of after a year—so new hires and short‑tenure workers gain protection. Employers: Nearly all employers, including very small businesses and single‑employee firms, become subject to FMLA requirements. Small employers will face increased administrative and potential cost burdens (tracking tenure, maintaining health benefits during leave, job‑restoration obligations). Federal/Presidential/Congressional employees: Tenure requirements for those systems are shortened in the same way, so covered government employees may access job‑protected leave sooner. Businesses and HR systems will need to revise policies, update payroll/HR tracking, and train managers about earlier eligibility. Public budgets: Because the law expands obligations without providing offsetting federal payments, public employers (state/local to the extent they are covered) and private firms could face unfunded compliance costs. Workers’ outcomes: Greater job protection earlier may improve workers’ ability to take leave for medical or family needs without job loss, which could reduce turnover and improve health and family stability. Legal and administrative: Enforcement and guidance needs (e.g., definitions, documentation forms, effective dates) will be required; interactions with state/local leave laws and existing employer leave policies will require careful reconciliation.
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Job Protection Act
Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, and Oversight and Government Reform, 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 February 5, 2025 by Lauren Underwood · Last progress February 5, 2025
Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, and Oversight and Government Reform, 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