Sponsors (34)
Introduced December 17, 2025 by Janice D. Schakowsky · Last progress December 17, 2025
The bill expands worker protections—shortening FMLA eligibility and strengthening scheduling, recordkeeping, and enforcement for part-time and temporary workers—while increasing compliance costs and operational constraints for employers, especially small businesses.
Workers (including parents, newly hired employees, and federal workers) become eligible for FMLA leave after 90 days instead of 12 months, giving earlier access to paid/unpaid family and medical leave.
Part-time, temporary, and other hourly workers gain stronger scheduling protections: they cannot be paid or treated worse solely because they are scheduled for fewer hours, can claim hours they put in writing and receive compensation if those hours are given to others, and employers must keep and provide records—improving income stability and scheduling transparency.
Workers gain stronger enforcement and remedy pathways (Department of Labor investigations, civil actions, representative suits, damages, liquidated damages, and penalties), making it more feasible for affected employees to obtain compensation and for violations to be deterred.
Small businesses and other employers face higher administrative, staffing, recordkeeping, and legal-compliance costs (including potential damages and penalties) as more employees qualify for leave and scheduling rules become enforceable.
Employers’ operational flexibility may be constrained—requiring offers of hours to existing staff before hiring contractors or new hires and changing scheduling practices—potentially complicating staffing during variable demand, peak periods, or emergencies.
Some employers may respond by hiring fewer part-time or temporary workers or by restructuring schedules to avoid obligations, which could reduce job opportunities and flexible-hours options for workers (including young adults and those seeking supplemental income).
Based on analysis of 3 sections of legislative text.
Replaces the FMLA 12‑month/1,250‑hour test with a 90‑day employment requirement and bars employers from discriminating based on being scheduled for fewer hours or a shorter expected term when jobs are substantially equal.
Removes the FMLA’s 12‑month/1,250‑hour eligibility test and instead lets employees become eligible after 90 days of employment, and creates a new federal prohibition on employers discriminating against workers because they are scheduled for fewer weekly hours or a shorter expected term when jobs are substantially equal. The bill also imports and harmonizes existing FLSA/FMLA-style definitions (for employee, employer, person in commerce, Secretary) across related statutes and extends parallel changes to statutes covering Congressional, Presidential office, and certain federal employees.