Labor & Employment (Paid Leave)

The MIL FMLA Act (S 1710) amends the Family and Medical Leave Act to expand leave protections for military families. It creates a new 26-workweek leave entitlement for federal civilian employees who need to care for a covered servicemember (including spouses, domestic partners, children, parents, grandparents, siblings, and others with close family-like relationships), regardless of the servicemember's age. The bill also adds 26 weeks of leave for military members themselves who have a serious injury or illness incurred in line of duty. These changes apply to federal civilian employees covered under Title 5 of the U.S. Code and clarify definitions to include domestic partners and extended family relationships. The law directly affects military-connected federal workers and their families seeking leave to support service members during deployment or recovery from service-related injuries.

HR 2870, the Working Families Flexibility Act of 2025, allows private sector employees to earn compensatory time off (instead of overtime pay) at a 1.5:1 ratio for hours worked beyond 40 in a week. Employees must agree in writing to this option before work begins, have worked at least 1,000 hours with the employer in the past year, and cannot accrue more than 160 hours of compensatory time. Employers must pay employees for unused compensatory time by January 31 each year (or a chosen 12-month period), at the higher of their regular pay rate when the time was earned or their final rate. The bill applies only to private employers (not government workers), includes penalties for employers who pressure employees about the option, and expires after five years.

This bill amends the Family and Medical Leave Act (FMLA) and federal employee leave rules to clarify that recovery from organ donation surgery qualifies as a "serious health condition." It directly affects private-sector workers covered by the FMLA and federal civil service employees. The key change adds "including recovery from surgery related to organ donation" to the definitions of serious health conditions in both the FMLA and federal leave statutes. This ensures eligible employees can use their existing family and medical leave benefits to recover after donating an organ, without requiring new leave entitlements.

HRES 297 is a non-binding resolution expressing the House of Representatives' support for fair compensation, benefits, and working conditions for paraprofessionals (like instructional assistants) and education support staff (including bus drivers, cafeteria workers, and clerical staff) in schools. It specifically calls for livable wages, job security, access to affordable health care, paid leave, and meaningful input in school policies for these workers. As a resolution, it does not create new laws or mandate changes but serves as a symbolic statement highlighting these workers' needs. The resolution directly addresses the concerns of over 3 million school support staff facing issues like underpayment, lack of benefits, and job instability.

HR 7505, the Flexible Leave Act, amends the Family and Medical Leave Act (FMLA) to make it easier for eligible workers to take leave in non-consecutive blocks or reduced schedules for medical or family needs. It removes the previous requirement for extra medical certification when taking intermittent leave, simplifying the process for employees. The bill directly affects workers covered by FMLA who need to take leave in chunks (e.g., for ongoing treatment or childcare) rather than all at once. Key provisions allow leave under FMLA to be taken intermittently or on a reduced schedule without additional certification hurdles, aligning with existing FMLA protections for employers and employees. This change updates the 1993 FMLA without creating new leave entitlements.

This bill expands paid leave under the Family and Medical Leave Act (FMLA) to cover "spontaneous loss of an unborn child" (defined as unplanned, non-purposeful loss in the womb), allowing eligible employees to take leave for their own or their spouse's loss. It also creates a new refundable tax credit for individuals who experienced a stillbirth (defined as spontaneous fetal death before delivery), requiring a state-issued stillbirth certificate for eligibility. The bill adds specific certification requirements for leave requests and clarifies how the tax credit integrates with existing tax filing rules. It directly affects private-sector employees covered by FMLA and taxpayers who suffered a stillbirth.

Fair Pay for Federal Contractors Act of 2025 This bill provides back pay to employees of federal contractors who lost pay due to a lapse in appropriations (i.e., government shutdown) in FY2026. Specifically, the bill provides appropriations for federal agencies that are subject to a lapse in appropriations in FY2026 to adjust the price of contracts to compensate federal contractors for providing back pay to employees who were affected by the lapse in appropriations.  The agencies must adjust the price of any contract for which the contractor stopped, suspended, delayed, or interrupted all or part of the work under the contract due to the lapse in appropriations. The price adjustment must compensate the contractor for reasonable costs incurred to (1) compensate employees who were furloughed or laid off, were not working, or experienced a reduction of hours or compensation due to the lapse in appropriations; or (2) restore paid leave taken by employees during the lapse in appropriations if the contractor required or permitted employees to use paid leave as a result of the lapse in appropriations. The maximum amount of weekly compensation of an employee for which an adjustment may be made under this bill may not exceed the lesser of (1) the employee's actual weekly compensation, or (2) $1,442 (or a lesser amount pro-rated for an employee who works less than 40 hours per week). The bill also requires the Office of Federal Procurement Policy to submit a report to Congress on the adjustments made under this bill.

This bill requires most employers to provide workers with earned paid sick leave. Employees would earn 1 hour of paid sick time for every 30 hours worked, up to 56 hours per year, which can be used for their own illness, medical care, caring for family members (including children, parents, spouses, domestic partners, or other family-like relationships), or addressing domestic violence, sexual assault, or stalking situations. The bill prohibits employers from retaliating against workers who use this leave and requires employers to inform employees about their rights. It ensures that workers who leave and return to the same employer within a year can reinstate their unused sick leave. This law would not override more generous state or local paid leave policies.

This bill creates a new paid leave policy for federal employees who are spouses of military members or Foreign Service officers facing a permanent relocation (PCS). It entitles eligible employees to 40 hours of paid leave (adjusted for part-time schedules) to assist with moving to a new location where their spouse will be stationed. The leave must be used within one month of the move for relocation activities during regular work hours, cannot be converted to cash, and is in addition to other leave types. It directly affects federal workers married to military or Foreign Service personnel who must relocate due to their spouse's permanent duty assignment.

This resolution expresses the House's symbolic support for designating August 25-31, 2025, as "Black Breastfeeding Week." It highlights systemic barriers Black mothers face in breastfeeding, such as inadequate workplace support and racial health disparities, while referencing statistics showing lower breastfeeding rates and higher infant mortality among Black communities. The resolution urges Congress to address these inequities through policies like paid parental leave and better workplace accommodations for breastfeeding. As a non-binding resolution, it does not create new laws but aims to raise awareness about racial disparities in maternal and infant health.