Sponsors (52)
The bill trades stronger, enforceable scheduling protections, pay premiums, and caregiver accommodations that significantly benefit hourly and precarious workers for higher labor and compliance costs, increased litigation risk, and potential operational and coverage gaps that may push employers to adjust hiring and scheduling practices.
Low-wage and hourly workers (retail, food service, hospitality, cleaning, warehousing) gain more predictable schedules, extra pay for short-notice or split shifts, and the right to decline unposted hours — stabilizing income, easing childcare planning, and improving work–life balance.
Employees with caregiving responsibilities, serious health conditions, or who are enrolled in career-related education receive clearer statutory protections and an enforceable process to request schedule changes or reasonable accommodations.
Workers gain health-and-safety protections from short-turnaround shifts (11‑hour rest rule), including the right to refuse such shifts without penalty and higher pay (1.5x) when they occur, reducing fatigue-related risks.
Small businesses and employers face higher labor and compliance costs (predictability premiums, split-shift pay, 1.5x short-turnaround pay) that could be passed to consumers, reduce hiring, cut hours, or push firms toward more contractized or part‑time staffing.
Expanded enforcement, penalties, mandatory fee‑shifting, and private litigation exposure increase legal risk and administration costs for employers, potentially producing defensive responses (fewer hires, reduced benefits) and higher litigation for close disputes.
Compliance and administrative duties (new recordkeeping, interactive accommodation processes, posting requirements, multiple rulemakings) impose burdens on small employers and federal agencies, straining budgets and operational capacity.
Based on analysis of 13 sections of legislative text.
Requires 14-day written schedules, minimum monthly hour estimates, pay for short-notice changes and split shifts, a right to request schedule changes, and DOL research plus new survey questions.
Introduced December 17, 2025 by Rosa L. Delauro · Last progress December 17, 2025
Requires many employers to give workers written advance schedules, post minimum monthly hour estimates, and pay extra when schedules change on short notice or when split shifts occur. Creates a right for employees to request schedule changes (for caregiving, health, training, or other reasons), requires employers to engage in a timely interactive process and explain denials, prohibits retaliation, and gives employees private and administrative remedies for violations. Directs the Department of Labor and other federal agencies to run research, add new questions to household surveys, publish findings, provide technical assistance, and issue regulations to implement the law and identify additional occupations covered by the schedule rules.