This bill would let private‑sector workers choose paid time off instead of overtime pay. Both the worker and employer must agree in writing. For each overtime hour, you could bank 1.5 hours of “comp time.” It must be your choice (not a job requirement), and you must have worked at least 1,000 hours for your employer in the past year. If you are in a union, the option has to be allowed in the union contract.

You could save up to 160 hours. Unused time from last year must be paid out by January 31 (or within 31 days after a different 12‑month period the employer uses). Your employer may cash out hours above 80 with 30 days’ notice. You can cancel the agreement or ask to cash out at any time; payment is due within 30 days. If you leave the job, any unused hours must be paid at the higher of your current pay or the pay when you earned them. Employers may not pressure you to take or use comp time, and when you request time off, it should be granted within a reasonable time if it won’t seriously disrupt work .

• Who is affected: Private‑sector workers and employers; it does not apply to public agency employees.
• What changes: Optional comp time instead of overtime pay (by voluntary written agreement or a union contract); employers can stop offering comp time with 30 days’ notice (unless a union contract says otherwise); penalties apply if employers break the no‑pressure rule; the Labor Department must update workplace posters within 30 days; GAO will report on use and enforcement; the law ends after 5 years unless renewed .
• When: Poster updates within 30 days of enactment; GAO reports start 2 years after enactment; the law sunsets 5 years after enactment.