Federal RuleAug 21
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DOL Rewrites Disability Rules for 'Merit-Based Opportunity' Push
RuleLabor DepartmentFederal Contract Compliance Programs OfficeSignificant Wallet
119-hr-8158119th CongressWALLET
Reproductive Healthcare Leave Act
Sponsored By: Representative Ansari, Yassamin [D-AZ-3]
Introduced
Summary
The bill would create a federal paid-leave standard guaranteeing 96 hours of paid leave each year for reproductive health reasons. It would set who is covered, what counts as permissible uses, posting and notice rules, and enforcement powers for the Secretary of Labor.
Show full summary
- Workers and families: Employees would receive 96 hours of paid leave on their first workday each year to address reproductive health needs. Uses include medical care and procedures and conditions such as menstruation issues, fertility treatment, termination, hysterectomy, and vasectomy.
- Employers: Covered employers would have to post leave notices and include the policy in handbooks. Employers may not require replacement workers, must preserve other more generous benefits, and face fines up to $100 per day for willful notice violations.
- Federal, congressional, and state employees and enforcement: The bill would cover many federal and certain state workers and give the Secretary of Labor investigatory and enforcement authority to seek back pay, liquidated damages, equitable relief, and bring civil actions. Employees could also sue in court, with willful violations subject to a 3-year limit and other claims subject to a 2-year limit.
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Bill Overview
Analyzed Economic Effects
5 provisions identified: 3 benefits, 0 costs, 2 mixed.
Who the law would cover
This bill would define who counts as an employee and which employers must follow the law. An employer would be covered if they had 5 or more employees for each working day in 20 or more calendar workweeks in the current or prior year. The bill would also include certain federal and legislative employees, GAO staff, and some State employees. These definitions would take effect six months after implementing regulations are issued.
96 hours paid reproductive leave
If enacted, covered employers would grant each eligible employee 96 hours of paid leave on the employee's first workday of every calendar year. The leave would only be usable that calendar year and could not be carried over or paid out at job end. You would be able to use this leave for a wide range of reproductive health needs, including surgery, fertility care, termination of pregnancy, hysterectomy, vasectomy, and menstrual or menopause-related conditions. Employers that already provide equivalent paid leave for the same reasons would not need to give extra time under this bill.
Enforcement and damages for workers
If enacted, the Labor Department would be able to investigate and enforce the law using FLSA authorities. Workers could sue in Federal or State court and recover lost wages, benefits, interest, and liquidated damages. If no wages or benefits were lost, a worker could recover actual monetary losses up to 24 hours of their pay. Claims generally would have to be filed within 2 years, or 3 years for willful violations. GAO employees would use the Comptroller General for enforcement.
Worker protections and employer notices
If enacted, employers could not interfere with or retaliate against anyone for using or asking for this paid leave. The bill would protect applicants and workers from firing, demotion, reduced hours, or other penalties tied to taking leave. Employers would have to post a notice and include handbook information explaining the leave and how to file claims. Employers who willfully fail to post the notice could face fines up to $100 per day.
Rule deadlines and public outreach
If enacted, the Labor Secretary would have 180 days to write implementing regulations. The rest of the law would start six months after those regulations are issued. Certain federal offices would have 90 days to issue matching rules, and union contracts would delay coverage until contract end or 18 months after the rules. The bill would also let the Labor Department spend money on a public campaign, but Congress would have to approve any funds.
Sponsors & CoSponsors
Sponsor
Ansari, Yassamin [D-AZ-3]
AZ • D
Cosponsors
Rep. Beatty, Joyce [D-OH-3]
OH • D
Sponsored 3/30/2026
Rep. Bell, Wesley [D-MO-1]
MO • D
Sponsored 3/30/2026
Rep. Brownley, Julia [D-CA-26]
CA • D
Sponsored 3/30/2026
Rep. Carter, Troy A. [D-LA-2]
LA • D
Sponsored 3/30/2026
Rep. Clarke, Yvette D. [D-NY-9]
NY • D
Sponsored 3/30/2026
Rep. Conaway, Herbert C. [D-NJ-3]
NJ • D
Sponsored 3/30/2026
Rep. Goldman, Daniel S. [D-NY-10]
NY • D
Sponsored 3/30/2026
Rep. Grijalva, Adelita S. [D-AZ-7]
AZ • D
Sponsored 3/30/2026
Rep. Jackson, Jonathan L. [D-IL-1]
IL • D
Sponsored 3/30/2026
Rep. Johnson, Henry C. "Hank" [D-GA-4]
GA • D
Sponsored 3/30/2026
Rep. Kennedy, Timothy M. [D-NY-26]
NY • D
Sponsored 3/30/2026
Rep. Krishnamoorthi, Raja [D-IL-8]
IL • D
Sponsored 3/30/2026
Rep. McGarvey, Morgan [D-KY-3]
KY • D
Sponsored 3/30/2026
Del. Norton, Eleanor Holmes [D-DC-At Large]
DC • D
Sponsored 3/30/2026
Rep. Pressley, Ayanna [D-MA-7]
MA • D
Sponsored 3/30/2026
Rep. Ross, Deborah K. [D-NC-2]
NC • D
Sponsored 3/30/2026
Rep. Simon, Lateefah [D-CA-12]
CA • D
Sponsored 3/30/2026
Rep. Thanedar, Shri [D-MI-13]
MI • D
Sponsored 3/30/2026
Rep. Tlaib, Rashida [D-MI-12]
MI • D
Sponsored 3/30/2026
Rep. Tonko, Paul [D-NY-20]
NY • D
Sponsored 3/30/2026
Rep. Trahan, Lori [D-MA-3]
MA • D
Sponsored 3/30/2026
Rep. Velázquez, Nydia M. [D-NY-7]
NY • D
Sponsored 3/30/2026
Rep. Williams, Nikema [D-GA-5]
GA • D
Sponsored 3/30/2026
Rep. Wilson, Frederica S. [D-FL-24]
FL • D
Sponsored 3/30/2026
Rep. Fletcher, Lizzie [D-TX-7]
TX • D
Sponsored 4/2/2026
Rep. Bonamici, Suzanne [D-OR-1]
OR • D
Sponsored 4/2/2026
Rep. McClain Delaney, April [D-MD-6]
MD • D
Sponsored 4/13/2026
Rep. Jayapal, Pramila [D-WA-7]
WA • D
Sponsored 4/13/2026
Roll Call Votes
No roll call votes available for this bill.
View on Congress.gov