Part-Time Worker Bill of Rights Act

Summary

Replaces the Family and Medical Leave Act's prior service-and-hours tests with a simpler 90-day employment eligibility rule and creates new protections for part-time and temporary workers. It updates multiple federal statutes and defines covered employees and employers, including federal, congressional, GAO, and certain state employees, and prohibits unfair scheduling practices that treat substantially equal jobs differently based on part‑time or temporary status. The FMLA changes take effect one year after enactment.

• Replaces the FMLA's 12‑month/1,250‑hour eligibility test with a 90‑day employment requirement for "eligible employees."
• Updates the Congressional Accountability Act and other federal statutes to reflect the 90‑day rule.
• Defines covered employees and employers broadly, including certain federal, congressional, GAO, and state employees.
• Prohibits employers from discriminating in scheduling (fewer hours or shorter expected durations) when jobs require substantially equal work/qualifications.
• Effective date for the FMLA eligibility change is one year after enactment.
• Aggregates employee counts across integrated enterprises and franchise chains and averages fluctuating headcounts over the prior calendar year.
• Removes obsolete statutory text made unnecessary by the new eligibility standard.
• Likely increases employer obligations for leave tracking, scheduling practices, and policy updates; may impose costs on public employers and businesses.