Sponsors (8)
Introduced December 17, 2025 by Elizabeth Warren · Last progress December 17, 2025
The bill strengthens scheduling, anti-retaliation, and earlier family-leave protections for part-time, temporary, and caregiving workers—improving job security and predictability—while imposing new compliance, operational, and legal costs that may disproportionately affect small employers and create short-term uncertainty during implementation.
Part-time, temporary, and gig workers gain stronger legal protections against discrimination, retaliation, and interference over scheduling and hours, improving day-to-day job security.
Part-time and existing employees can lock in and update written desired hours and must be offered available hours before employers hire outsiders or contractors, increasing schedule predictability and potential income stability.
Parents, family caregivers, and federal employees become eligible for unpaid FMLA leave after 90 days (sooner than current rules), allowing earlier access to leave for medical and family needs.
Small and medium employers face higher administrative, compliance, and legal costs (recordkeeping, notification procedures, litigation risk, and potential civil penalties), which may be passed to consumers or reduce hiring/hours.
Employers—especially small firms—may experience reduced operational flexibility and service disruptions (must offer hours to existing staff before hiring contractors, and face more short-tenure leaves), which could affect responsiveness, continuity, and hiring decisions.
Employees and employers may face confusion during the transition (uncertainty about new eligibility timing and policies), creating short-term disputes or uneven implementation of leave and scheduling rights.
Based on analysis of 5 sections of legislative text.
Replaces current Family and Medical Leave Act (FMLA) service thresholds with a uniform 90‑day employment eligibility rule and creates a new set of rights for part‑time and temporary workers. Employers must accept and honor employees’ written statements of desired weekly hours and availability, offer additional work to existing employees before hiring outsiders or contractors, and may not discriminate or retaliate based on hours worked or expected duration. The bill gives the Secretary of Labor and parallel offices investigatory and enforcement authority, creates a private right of action with damages and equitable relief, sets civil penalties for violations, and requires implementing regulations within set deadlines.