# 119-hr-8158: Reproductive Healthcare Leave Act 119-hr-8158, Reproductive Healthcare Leave Act, is a 119th Congress bill sponsored by Rep. Ansari, Yassamin [D-AZ-3] (D-AZ); status introduced; PRIA reads it as touching household money (as of 2026-04-21). - Canonical: https://policyrisk.com/legislation/119-hr-8158 - As of: 2026-04-21 - Plain-text twin of the page above; the HTML and this file carry the same facts. ## Facts - Bill: 119-hr-8158 - Congress: 119 - Title: Reproductive Healthcare Leave Act - Status: introduced - Introduced: 2026-03-30 - Sponsor: Rep. Ansari, Yassamin [D-AZ-3] (D-AZ) - Cosponsors: 28 - Policy area: Labor and Employment - Touches household money: yes - Last recorded action: 2026-04-21 ## 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. - 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. ## Cosponsors (28) - Rep. Beatty, Joyce [D-OH-3] (D-OH), 2026-03-30T00:00:00.000Z - Rep. Bell, Wesley [D-MO-1] (D-MO), 2026-03-30T00:00:00.000Z - Rep. Brownley, Julia [D-CA-26] (D-CA), 2026-03-30T00:00:00.000Z - Rep. Carter, Troy A. [D-LA-2] (D-LA), 2026-03-30T00:00:00.000Z - Rep. Clarke, Yvette D. [D-NY-9] (D-NY), 2026-03-30T00:00:00.000Z - Rep. Conaway, Herbert C. [D-NJ-3] (D-NJ), 2026-03-30T00:00:00.000Z - Rep. Goldman, Daniel S. [D-NY-10] (D-NY), 2026-03-30T00:00:00.000Z - Rep. Grijalva, Adelita S. [D-AZ-7] (D-AZ), 2026-03-30T00:00:00.000Z - Rep. Jackson, Jonathan L. [D-IL-1] (D-IL), 2026-03-30T00:00:00.000Z - Rep. Johnson, Henry C. "Hank" [D-GA-4] (D-GA), 2026-03-30T00:00:00.000Z - Rep. Kennedy, Timothy M. [D-NY-26] (D-NY), 2026-03-30T00:00:00.000Z - Rep. Krishnamoorthi, Raja [D-IL-8] (D-IL), 2026-03-30T00:00:00.000Z - Rep. McGarvey, Morgan [D-KY-3] (D-KY), 2026-03-30T00:00:00.000Z - Del. Norton, Eleanor Holmes [D-DC-At Large] (D-DC), 2026-03-30T00:00:00.000Z - Rep. Pressley, Ayanna [D-MA-7] (D-MA), 2026-03-30T00:00:00.000Z - Rep. Ross, Deborah K. [D-NC-2] (D-NC), 2026-03-30T00:00:00.000Z - Rep. Simon, Lateefah [D-CA-12] (D-CA), 2026-03-30T00:00:00.000Z - Rep. Thanedar, Shri [D-MI-13] (D-MI), 2026-03-30T00:00:00.000Z - Rep. Tlaib, Rashida [D-MI-12] (D-MI), 2026-03-30T00:00:00.000Z - Rep. Tonko, Paul [D-NY-20] (D-NY), 2026-03-30T00:00:00.000Z - Rep. Trahan, Lori [D-MA-3] (D-MA), 2026-03-30T00:00:00.000Z - Rep. Velázquez, Nydia M. [D-NY-7] (D-NY), 2026-03-30T00:00:00.000Z - Rep. Williams, Nikema [D-GA-5] (D-GA), 2026-03-30T00:00:00.000Z - Rep. Wilson, Frederica S. [D-FL-24] (D-FL), 2026-03-30T00:00:00.000Z - Rep. Fletcher, Lizzie [D-TX-7] (D-TX), 2026-04-02T00:00:00.000Z - Rep. Bonamici, Suzanne [D-OR-1] (D-OR), 2026-04-02T00:00:00.000Z - Rep. McClain Delaney, April [D-MD-6] (D-MD), 2026-04-13T00:00:00.000Z - Rep. Jayapal, Pramila [D-WA-7] (D-WA), 2026-04-13T00:00:00.000Z ## Provisions PRIA read - 96 hours paid reproductive leave: benefit, medium. 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 rang… - Enforcement and damages for workers: benefit, medium. 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… - Worker protections and employer notices: benefit, medium. 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… - Who the law would cover: mixed, high. 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 empl… - Rule deadlines and public outreach: mixed, low. 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… ## Related bills - 119-hr-7973: Momnibus Act - 119-hr-7853: PrEP Access and Coverage Act of 2026 - 119-hr-51: Washington, D.C. Admission Act - 119-hr-20: Richard L. Trumka Protecting the Right to Organize Act of 2025 - 119-hr-5390: FAMILY Act - 119-hr-15: Equality Act ## Sources - [119-hr-8158 on Congress.gov](https://www.congress.gov/bill/119th-congress/house-bill/8158) ## Related - [119-hr-7973: Momnibus Act](https://policyrisk.com/legislation/119-hr-7973) - [119-hr-7853: PrEP Access and Coverage Act of 2026](https://policyrisk.com/legislation/119-hr-7853) - [119-hr-51: Washington, D.C. Admission Act](https://policyrisk.com/legislation/119-hr-51) - [119-hr-20: Richard L. Trumka Protecting the Right to Organize Act of 2025](https://policyrisk.com/legislation/119-hr-20) - [119-hr-5390: FAMILY Act](https://policyrisk.com/legislation/119-hr-5390) - [119-hr-15: Equality Act](https://policyrisk.com/legislation/119-hr-15) - [All bills in Congress](https://policyrisk.com/legislation) Source: PRIA, https://policyrisk.com/legislation/119-hr-8158 (as of 2026-04-21).