The Mandatory E-Verify Act of 2026 makes the E-Verify employment eligibility verification system permanent and mandatory for all employers in the United States, including those who hire, recruit, or refer individuals for jobs. The bill requires employers to use the system within a phased timeline based on company size, ranging from six months for large businesses with 10,000 or more employees to 18 months for smaller businesses with fewer than 20 employees, while exempting agricultural labor verification until 18 months after enactment. Key provisions include increased civil and criminal penalties for non-compliance, the ability for the government to debar repeat violators from federal contracts, and a requirement that states sharing driver's license data with the system remain eligible for certain federal funding. Additionally, the act establishes a self-check feature for individuals to verify their own status, expands data sharing between federal and state agencies to prevent fraud, and creates a good-faith defense for employers who rely on the system's results.
This bill requires commercial motor vehicle drivers to demonstrate English proficiency to pass knowledge tests or receive certification. It directly affects drivers seeking commercial licenses by mandating they understand English for key tasks: reading traffic signs, communicating with officers (like border patrol), and exchanging directions. The law prohibits administering these tests in any language other than English, effective two years after enactment. The Secretary of Transportation must update federal regulations to implement these requirements.
HR 5596, the FARMS Act, freezes the current wage rate for H-2B visa workers for two years after enactment. It directly affects H-2B nonimmigrant workers and their employers by preventing increases to the required wage rate during this period. The bill allows the Secretary of Labor to retain the existing wage rate if they determine a valid calculation method for the new rate is unavailable. This provides temporary stability to employers hiring H-2B workers without requiring immediate changes to wage payments.
The MERIT Act of 2025 makes significant changes to federal employee disciplinary procedures and personnel management. It repeals Section 4303 of Title 5 (which governed performance-based actions) and establishes a "preponderance of evidence" standard for disciplinary actions instead of the previous higher standard. The bill shortens response periods for employees from 14 to 7 business days, extends probationary periods for Senior Executive Service positions and competitive service positions from 1 year to 2 years, and adds provisions allowing agencies to recoup bonuses from employees with adverse findings or reduce annuities for employees convicted of felonies related to their job performance. These changes primarily affect federal employees, supervisors, and senior executives across the government.
HR 4448, the Restoring Equal Opportunity Act, prohibits lawsuits alleging discrimination based on "disparate impact" in employment and housing. It amends the Civil Rights Act of 1964 and Fair Housing Act to ban claims where a neutral policy (like a test or screening rule) unintentionally disadvantages protected groups (such as race or gender), even if there was no discriminatory intent. The bill also nullifies specific federal regulations implementing civil rights laws, removing legal grounds for such claims under current enforcement rules. This directly affects employers, housing providers, and federal agencies that enforce civil rights laws, changing how discrimination claims can be brought in court.
This bill eliminates non-essential executive branch federal positions that would be subject to furlough during budget gaps. It automatically abolishes unoccupied positions on enactment day and occupied positions when they become vacant (e.g., due to retirement or separation). The law also prevents new positions from being designated as "excepted from furlough" and blocks funding for any abolished role after the effective date. It directly affects civil service employees in the executive branch whose roles are deemed non-essential under this standard.
HR 3548, the Infrastructure Expansion Act of 2025, changes liability rules for injuries on federally funded infrastructure projects. It prohibits "absolute liability" (where a party is automatically responsible regardless of fault) for elevation or gravity-related risks, requiring states to use "comparative negligence" instead (where fault is shared based on circumstances). This applies to projects receiving federal funding like construction, bridges, or transit systems, directly affecting contractors, property owners, and workers filing injury claims. The bill preempts state laws imposing absolute liability and directs federal courts to handle related cases, while leaving workers’ compensation laws unchanged. It takes effect for projects accepting federal funds on or after January 1, 2026.
The Saving American Workers’ Benefits Act of 2025 requires taxpayers claiming the Child Tax Credit or Earned Income Credit to provide Social Security Numbers (SSNs) that confirm the individual is authorized to work in the United States. Specifically, the SSN must be issued to a U.S. citizen or under specific Social Security Act provisions indicating work eligibility, and must be issued before the tax return deadline. The bill updates tax code references to replace "TIN" (Taxpayer Identification Number) with "SSN" in certain procedures and removes an exception for SSNs that do not indicate work authorization. These changes apply to tax returns for taxable years beginning after December 31, 2025, directly affecting individuals seeking these federal tax credits.
HR 5267, the American Franchise Act, clarifies when franchisors can be considered joint employers of franchisee employees under federal labor laws. It defines "substantial direct and immediate control" over essential employment terms like wages, benefits, hours, hiring, and discipline - requiring franchisors to actively set these terms to be deemed joint employers. The bill explicitly excludes routine brand standards, training, or minimal safety requirements from constituting such control. This directly affects franchisors and franchisees by limiting joint employer liability to cases where franchisors exert significant, ongoing influence over core employment decisions. The law applies prospectively to new cases after enactment, not past disputes.
HR 1232, the National Right-to-Work Act, would make union membership voluntary for workers in most private-sector jobs by removing legal requirements for employees to join a union or pay dues as a condition of employment. It directly affects workers in unionized workplaces covered by the National Labor Relations Act (including most private employers) and railroad workers covered by the Railway Labor Act. The key change eliminates provisions that allowed "union security agreements" (requiring dues or membership), meaning workers could no longer be forced to pay union fees to keep their jobs. This bill does not change other labor rights or create new programs - it only modifies existing laws to allow workers to opt out of union membership and financial obligations.
