Caring for All Families Act

Bill Number

H.R. 1002

Origin Chamber

House

Congress

119th Congress, Session 1

Policy Area

Labor and Employment

Status

Introduced

Latest Action

2025-02-05: Referred to the Committee on Education and Workforce, and in addition to the Committees on Oversight and Government Reform, and House Administration, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.

Last Updated

2026-01-21T02:42:21Z

AI-Generated Summary

Purpose of the Legislation

The "Caring for All Families Act" (H.R. 1002) aims to broaden family and medical leave protections under the Family and Medical Leave Act of 1993 (FMLA) and related federal employee laws. It expands eligibility for unpaid leave to care for a wider range of family members or close associates with serious health conditions (like a severe illness requiring ongoing care) and introduces new limited leave for routine family activities, such as attending school events or medical appointments. The goal is to support diverse family structures, including non-traditional ones, and promote work-life balance for parents, caregivers, and employees with extended family responsibilities.

Key Provisions

• Expanded Definitions of Family:
• Adds "domestic partner" (a committed unmarried partner, either legally recognized by a state or designated by the employee).
• Includes extended relatives like parents-in-law, adult children (over 18), grandparents, grandchildren, siblings, uncles, aunts, nephews, nieces, sons-in-law, and daughters-in-law.
• Covers "any other individual whose close association is the equivalent of a family relationship" (e.g., a close friend or chosen family member with a significant personal bond, regardless of legal ties).
• Applies to both private sector employees under FMLA and federal employees under title 5 of the U.S. Code.

• Leave for Serious Health Conditions:
• Eligible employees (those who have worked for their employer for at least 12 months and 1,250 hours) can take up to 12 weeks of unpaid, job-protected leave per year to care for the expanded list of family members or associates with a serious health condition.
• Includes care for covered military servicemembers (up to 26 weeks).
• Employers can require certification (medical documentation) to verify the need for leave.
• Protects employee benefits and job reinstatement rights during leave.

• New Parental Involvement and Family Wellness Leave:
• Adds up to 24 hours of leave per 12-month period (limited to 4 hours every 30 days) for:
• Participating in or attending school or community activities (e.g., parent-teacher conferences, sports events) for an employee's child or grandchild. "School" includes elementary/secondary schools, Head Start programs, and licensed child care; "community organization" means nonprofits like scouting or sports groups.
• Meeting routine family medical needs (e.g., attending dental appointments for the employee, child, spouse/domestic partner, or grandchild) or caring for an elderly close associate (e.g., visits to nursing homes).
• This leave is in addition to standard FMLA leave and can be taken intermittently (in blocks) or on a reduced schedule.
• Employees must give at least 7 days' notice when possible and schedule to minimize workplace disruption.
• Employers can require certification for these requests, as defined by regulations.

• Paid Leave Substitution and Other Rules:
• Employees can use accrued paid vacation, personal, family, sick, or medical leave to cover this new leave, but employers cannot impose stricter conditions than FMLA rules.
• Applies to both private employers (with 50+ employees) and federal agencies.

Significant Changes to Existing Law

• Broadening Family Coverage: Current FMLA limits care to spouses, children under 18 (or disabled), and parents. This bill removes the age limit for children, adds domestic partners and extended relatives, and introduces a flexible "equivalent of a family relationship" category to include non-biological bonds—making it more inclusive of modern families like same-sex couples or blended households.
• New Leave Category: Introduces the first FMLA entitlement for non-medical family activities (parental involvement and wellness), which did not exist before. This is capped and separate from the core 12-week health-related leave.
• Federal Employee Alignment: Mirrors changes for federal workers under title 5, ensuring consistency between private and public sectors, including similar definitions, certification, and notice rules.
• No Changes to Core FMLA Framework: Retains the 12-week unpaid leave limit, eligibility thresholds, and employer size requirements but updates references throughout the law (e.g., in sections on notice, certification, and benefits protection).

Potential Impacts

• On Citizens: Provides greater flexibility for workers to handle family caregiving without job loss, benefiting parents, grandparents, LGBTQ+ individuals with domestic partners, and those in non-traditional families. Could reduce stress and improve family well-being but may not help low-wage workers without paid leave options.
• On Government Agencies and Employers: Increases administrative tasks (e.g., verifying expanded family ties and new certifications), potentially raising costs for training and compliance. Federal agencies must implement for their employees, possibly straining HR resources. No direct impact on international relations, as this is a domestic labor policy.
• Broader Effects: May encourage workforce retention, especially for caregivers, and support child/elder care indirectly by allowing time off for preventive activities.

Main Stakeholders Affected

• Employees and Families: Primary beneficiaries, including private sector workers, federal employees, domestic partners, adult children, extended relatives, and close associates needing care. Particularly aids diverse groups like same-sex couples, single parents, and multigenerational households.
• Employers: Private companies with 50+ employees and federal agencies must comply, facing expanded leave requests and documentation needs.
• Government Regulators: The Department of Labor (overseeing FMLA) will need to issue regulations for certification and implementation.
• Community and Educational Groups: Schools, child care providers, and nonprofits (e.g., sports leagues) may see increased parental involvement due to the new leave type.

Notable Legal, Constitutional, or Political Implications

• Legal Implications: Expands FMLA's scope, potentially leading to more litigation over "equivalent family relationship" definitions (e.g., courts may need to clarify what qualifies as a "significant personal bond"). Strengthens enforcement through updated certification rules but could complicate verification for employers.
• Constitutional Implications: Aligns with equal protection principles under the 14th Amendment by recognizing diverse family structures, including domestic partnerships, without discriminating based on marital status or biology. Avoids First Amendment issues as it focuses on private employer-employee relations.
• Political Implications: Promotes inclusive, family-friendly policies in a divided Congress, reflecting bipartisan interest in work-life balance (introduced by Democrats but with broad co-sponsors). Could influence state-level leave laws and highlight debates on family definitions in an era of evolving social norms, without major fiscal impacts since leave is unpaid.

This summary was generated by AI and may contain inaccuracies. Refer to the official source document for the authoritative text.

Sponsor

Rep. Hayes, Jahana [D-CT-5]

Cosponsors (47)

Del. Norton, Eleanor Holmes [D-DC-At Large], Rep. Thompson, Bennie G. [D-MS-2], Rep. Davis, Danny K. [D-IL-7], Rep. Beyer, Donald S. [D-VA-8], Rep. Stansbury, Melanie A. [D-NM-1], Rep. Cherfilus-McCormick, Sheila [D-FL-20], Rep. Pingree, Chellie [D-ME-1], Rep. Casten, Sean [D-IL-6], Rep. Scanlon, Mary Gay [D-PA-5], Rep. Clarke, Yvette D. [D-NY-9], Rep. Frost, Maxwell [D-FL-10], Rep. McGovern, James P. [D-MA-2], Rep. Magaziner, Seth [D-RI-2], Rep. García, Jesús G. "Chuy" [D-IL-4], Rep. Deluzio, Christopher R. [D-PA-17], Rep. Goldman, Daniel S. [D-NY-10], Rep. Smith, Adam [D-WA-9], Rep. Carson, André [D-IN-7], Rep. Tokuda, Jill N. [D-HI-2], Rep. Evans, Dwight [D-PA-3], Rep. DeLauro, Rosa L. [D-CT-3], Rep. Jayapal, Pramila [D-WA-7], Rep. Cleaver, Emanuel [D-MO-5], Rep. Gomez, Jimmy [D-CA-34], Rep. Pressley, Ayanna [D-MA-7], Rep. Watson Coleman, Bonnie [D-NJ-12], Rep. Olszewski, Johnny [D-MD-2], Rep. McBride, Sarah [D-DE-At Large], Rep. Underwood, Lauren [D-IL-14], Rep. Ramirez, Delia C. [D-IL-3], Rep. Cohen, Steve [D-TN-9], Rep. McIver, LaMonica [D-NJ-10], Rep. McGarvey, Morgan [D-KY-3], Rep. Omar, Ilhan [D-MN-5], Rep. Pocan, Mark [D-WI-2], Rep. Landsman, Greg [D-OH-1], Rep. Bonamici, Suzanne [D-OR-1], Rep. Foster, Bill [D-IL-11], Rep. DeSaulnier, Mark [D-CA-10], Rep. Doggett, Lloyd [D-TX-37], Rep. Tlaib, Rashida [D-MI-12], Rep. Adams, Alma S. [D-NC-12], Rep. Frankel, Lois [D-FL-22], Rep. Figures, Shomari [D-AL-2], Rep. Thanedar, Shri [D-MI-13], Rep. Neguse, Joe [D-CO-2], Rep. Budzinski, Nikki [D-IL-13]

Recent Actions

• 2025-02-05: Referred to the Committee on Education and Workforce, and in addition to the Committees on Oversight and Government Reform, and House Administration, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.
• 2025-02-05: Referred to the Committee on Education and Workforce, and in addition to the Committees on Oversight and Government Reform, and House Administration, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.
• 2025-02-05: Referred to the Committee on Education and Workforce, and in addition to the Committees on Oversight and Government Reform, and House Administration, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.
• 2025-02-05: Introduced in House
• 2025-02-05: Introduced in House

Bill Versions

• Caring for All Families Act — issued 2025-02-05 — PDF (27 pages)

Related Bills

• S. 437 (119th Congress)