FAMILY Act
Sponsored By: Representative DeLauro
Introduced
Summary
This bill would create a federally administered paid family and medical leave insurance program that pays eligible workers for caregiving and serious medical needs while adding job and health coverage protections. It sets benefit formulas, eligibility rules, and a new Office of Paid Family and Medical Leave inside the Social Security Administration to run the program.
Show full summary
- Families and caregivers: Would get paid leave based on earnings with benefits calculated using a three-tier formula and monthly minimum and maximum amounts. Caregiving is tracked in 1-hour units and capped per benefit period at 12 times an individual’s regular weekly hours, and the eligibility wage floor is $2,000 for benefit periods beginning in 2026.
- Workers and job protections: Would include restoration to the same or equivalent job, continuation of health coverage during leave, anti-retaliation rules with a 12-month rebuttable presumption for recent leave takers, and limited exclusions for new hires.
- Administration and employers: Creates a Deputy Commissioner‑led office at the SSA to set rules, run payments, publish annual demographic usage reports, share data with federal agencies, manage legacy State programs to avoid double counting, and require a GAO study after 2026 and every five years thereafter.
Bill Overview
Analyzed Economic Effects
6 provisions identified: 5 benefits, 0 costs, 1 mixed.
How your paid leave pay works
If enacted, your monthly benefit would replace part of your pay in three bands. For 2026, you would get 85% up to $1,257, 69% from $1,257 to $3,500, and 50% from $3,500 to $6,200. The program would use your highest-earning calendar year from the last three to set your average monthly pay. People who first qualify in the first full year after enactment would have a $4,000 monthly cap and a $580 floor; later years would index all amounts to national wages.
Who could get paid leave benefits
If enacted, you could apply for a monthly paid family and medical leave benefit. To qualify, you would need caregiving during a window from 90 days before to 30 days after you apply, recent wages or self-employment income, and enough earnings in the lookback period. For benefit periods that start in 2026, the earnings test would be at least $2,000 in the most recent 8 quarters; later years would index that amount to national wages. Caregiving would be counted in 1-hour units and capped at 12 times your regular weekly hours; any month with fewer than 4 caregiving hours would count as zero. If you cared for someone in the 90 days before you applied, benefits could be paid back to the first day of the first month caregiving happened in that window. Your statements would be presumed true unless SSA shows otherwise; fraud findings would cause a 1‑year ineligibility.
New Social Security office for paid leave
If enacted, the Social Security Administration would set up an Office of Paid Family and Medical Leave. It would write rules with the Labor Department, run claims and payments, share data, and prevent fraud. The office would publish annual reports by gender, race, ethnicity, and income, and use culturally and linguistically competent outreach. A volunteer advisory group would provide input. Within 12 months, SSA would report to Congress on needed federal databases and whether faster reviews and payments are feasible.
Job protections during paid leave
If enacted, employers could not deny or punish you for applying for or taking paid leave. They would have to restore your job (or an equivalent one) after leave and keep your group health coverage during paid leave. Any adverse action within 12 months of your leave would be presumed retaliation. These restoration and health-coverage protections would not apply during your first 90 days on the job. You could sue to recover lost wages, interest, additional damages, reinstatement, and attorney’s fees.
Grants for states with paid leave
If enacted, starting in 2027, states that already had paid leave laws at enactment could get annual federal grants. After a 3‑year transition, a state would need to offer at least 12 full workweeks and wage replacement at least as generous as the federal plan. Each grant would be the lesser of SSA’s estimate of what the federal program would have paid to that state’s recipients or the state’s actual paid leave costs; admin costs used in these calculations could not exceed 7%. States would have to share person‑level data and, by July 1 each year, report any needed true‑ups for the prior year.
Monthly filing, timing, and offsets
If enacted, you would file a claim report each month within 15 days after month end. SSA would pay you or send a nonpayment notice within 20 days of getting your report. You could ask for a review within 20 days, and SSA would issue a final decision and pay any extra within 20 days after your request. Your monthly benefit could be reduced by workers’ compensation or unemployment payments. You would not get a paid leave check for any month you are entitled to SSDI or SSI.
Sponsors & CoSponsors
Sponsor
DeLauro
CT • D
Cosponsors
McBride
DE • D
Sponsored 9/16/2025
Soto
FL • D
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Frost
FL • D
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Amo
RI • D
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Magaziner
RI • D
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Clyburn
SC • D
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Cohen
TN • D
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Fletcher
TX • D
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Green, Al (TX)
TX • D
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Escobar
TX • D
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Castro (TX)
TX • D
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Garcia (TX)
TX • D
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Crockett
TX • D
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Johnson (TX)
TX • D
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Veasey
TX • D
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Gonzalez, V.
TX • D
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Casar
TX • D
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Doggett
TX • D
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McClellan
VA • D
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Beyer
VA • D
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Subramanyam
VA • D
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Walkinshaw
VA • D
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Del. Plaskett, Stacey E. [D-VI-At Large]
VI • D
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Balint
VT • D
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DelBene
WA • D
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Randall
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NY • D
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PR • D
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WA • D
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Roll Call Votes
No roll call votes available for this bill.
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