Schedules That Work Act

Bill Number: H.R. 6786
Origin Chamber: House
Congress: 119th Congress, Session 1
Policy Area: Government Operations and Politics
Status: Introduced
Latest Action: 2025-12-17: Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, Oversight and Government Reform, and the Judiciary, 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: 2026-06-30T08:06:52Z

AI-Generated Summary

Purpose

The Schedules That Work Act aims to empower employees to request changes to their work schedules without fear of retaliation, ensure employers engage in good-faith discussions about these requests, and mandate more predictable and stable scheduling practices for workers in industries prone to unpredictable hours. It addresses how unstable schedules harm workers' ability to manage family care, health, education, and finances, particularly for low-wage workers, while promoting benefits like reduced turnover and improved productivity for employers.

Key Provisions

Right to Request Schedule Changes (Section 3): Employees can request modifications to work hours, timing, location, notice of schedules, or hour fluctuations. Employers must engage in a timely interactive process, including discussing alternatives. Requests tied to serious health conditions (a major illness or injury requiring ongoing care), caregiving (for children or family with health issues/elderly parents), education/training programs, or a second job must be granted unless the employer has a bona fide business reason (e.g., significant cost increases, inability to meet customer demand, or staffing shortages). Other requests can be denied for lawful reasons.

Advance Notice and Pay Requirements for Covered Sectors (Section 4): Applies to "covered sector employees" (non-exempt workers in retail sales, food service, cleaning, hospitality, or warehouses, or other designated occupations). Employers must:
Provide written work schedules at least 14 days in advance (or on the first day for new hires).
Pay $75 per day if notice is late.
Offer "predictability pay" for changes with less than 14 days' notice: one extra hour's pay for added/changed shifts without hour loss, or half-time pay for reduced/canceled hours.
Pay one extra hour for "split shifts" (non-consecutive daily hours, excluding meal breaks or employee-requested breaks).
Estimate and annually update minimum expected monthly hours.
Post schedules visibly (electronically if accessible) and allow employees to decline unposted hours without penalty (written consent needed for voluntary extra work).
Exceptions include employee-requested changes, mutual shift trades, or emergencies (e.g., natural disasters).

Rest Between Shifts (Section 5): Employees can decline shifts starting less than 11 hours after the previous shift ends (or spanning two days). Written consent is required to work such shifts, which can be revoked anytime. Premium pay (1.5 times regular rate) applies to hours worked within that 11-hour window.

Prohibitions and Enforcement (Sections 6-7): Bans employer interference, retaliation (e.g., firing, demotion for requesting changes), or discrimination against those filing complaints. Remedies include:
Employee lawsuits for lost wages, benefits, interest, liquidated damages (double the losses unless good-faith error), and equitable relief (e.g., reinstatement).
Department of Labor (DOL) investigations, subpoenas, civil penalties ($500-$1,000 for willful/repeated scheduling violations; $1,100-$5,000 for retaliation), and court actions.
Two-year statute of limitations (three for willful retaliation).
Special rules for government/Congressional employees enforced by relevant agencies (e.g., Office of Personnel Management).

Additional Requirements (Sections 8-10): Employers must post notices about rights. DOL issues regulations within 180 days, conducts research/education (e.g., pilot programs, surveys on schedule fluctuations via Current Population Survey), and provides technical assistance. Pay stubs must detail additional compensation.

Exemptions and Interactions (Sections 11-13): Sets minimum standards that don't preempt stronger state/local laws or collective bargaining agreements (CBAs) waiving provisions if they cover scheduling. No conflict with existing federal laws like the Fair Labor Standards Act (FLSA, which sets wage/hour rules) or Family and Medical Leave Act (FMLA, unpaid leave for family/health needs).

Significant Changes to Existing Law

This bill introduces new federal protections beyond current laws like the FLSA (which focuses on minimum wage/overtime but not scheduling) and FMLA (limited to unpaid leave). It creates enforceable rights to request and discuss schedule flexibility, mandates advance notice and premium pay in specific sectors (unlike voluntary or state-only rules in places like Oregon or New York City), and expands anti-retaliation coverage to scheduling requests. It also authorizes DOL to designate additional occupations for coverage based on data showing instability, potentially broadening scope over time.

Potential Impacts

On Citizens/Workers: Improves work-life balance for millions in low-wage sectors (e.g., retail, food service), reducing stress from unpredictable hours, aiding childcare access, health management, and financial stability. Could lower turnover and boost well-being, especially for caregivers, parents, and workers of color disproportionately affected by unstable schedules.

On Employers: Increases compliance costs (e.g., predictability pay, record-keeping) for businesses with 15+ employees in covered sectors, but may reduce absenteeism and training expenses through stable staffing. Small businesses under 15 employees are exempt.

On Government Agencies: DOL gains investigative/enforcement duties, requiring resources for regulations, surveys, and pilots. Other agencies (e.g., for federal workers) must adapt similar rules, potentially straining budgets but aligning with existing labor oversight.

On International Relations: Minimal direct impact, though it could influence U.S. trade discussions on labor standards by enhancing worker protections in key export industries like retail/hospitality.

Main Stakeholders Affected

Employees: Primarily non-exempt (hourly, non-managerial) workers in retail, food service, cleaning, hospitality, warehouses, and potentially other unstable occupations; benefits extend to all employees eligible to request changes.
Employers: Businesses with 15+ employees in covered sectors (e.g., stores, restaurants, hotels, distribution centers), including private firms, government entities, and non-profits; unions via CBAs.
Families and Communities: Caregivers, children, and elderly dependents benefiting indirectly from stable parental schedules.
Government and Regulators: DOL (lead enforcer), Bureau of Labor Statistics (for surveys), and agencies like the Office of Congressional Workplace Rights for specific employees.
Labor Organizations: Can negotiate scheduling in CBAs and access technical assistance.

Notable Legal, Constitutional, or Political Implications

Legal: Strengthens employee rights under labor law without overriding anti-discrimination statutes (e.g., Title VII for race/gender bias in scheduling). Enables class-action lawsuits, potentially increasing litigation; "bona fide business reason" defense provides employer flexibility but requires documentation. Exemption for CBAs respects collective bargaining under the National Labor Relations Act.

Constitutional: Aligns with due process by mandating fair processes for requests/denials; no apparent First Amendment issues, as it regulates employment contracts rather than speech. Applies to public employees, raising equal protection considerations for uniform treatment across sectors.

Political: Advances progressive labor reforms by targeting inequities in low-wage jobs, building on state laws (e.g., in Seattle, San Francisco). Could face opposition from business groups over costs but garner support from worker advocates; as a House-introduced bill (119th Congress, 2025), its passage would signal bipartisan or Democratic priorities on family-friendly policies, with DOL rulemaking allowing future adjustments.

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

Sponsor

Rep. DeLauro, Rosa L. [D-CT-3]

Cosponsors (52)

Rep. Adams, Alma S. [D-NC-12], Rep. Ansari, Yassamin [D-AZ-3], Rep. Beatty, Joyce [D-OH-3], Rep. Bonamici, Suzanne [D-OR-1], Rep. Budzinski, Nikki [D-IL-13], Rep. Carson, André [D-IN-7], Rep. Casar, Greg [D-TX-35], Rep. Chu, Judy [D-CA-28], Rep. Cleaver, Emanuel [D-MO-5], Rep. Davis, Danny K. [D-IL-7], Rep. DeSaulnier, Mark [D-CA-10], Rep. Deluzio, Christopher R. [D-PA-17], Rep. Dingell, Debbie [D-MI-6], Rep. Doggett, Lloyd [D-TX-37], Rep. Evans, Dwight [D-PA-3], Rep. Foushee, Valerie P. [D-NC-4], Rep. García, Jesús G. "Chuy" [D-IL-4], Rep. Garcia, Robert [D-CA-42], Rep. Goldman, Daniel S. [D-NY-10], Del. Norton, Eleanor Holmes [D-DC-At Large], Rep. Jayapal, Pramila [D-WA-7], Rep. Krishnamoorthi, Raja [D-IL-8], Rep. Larson, John B. [D-CT-1], Rep. Lee, Summer L. [D-PA-12], Rep. Lieu, Ted [D-CA-36], Rep. Lynch, Stephen F. [D-MA-8], Rep. Magaziner, Seth [D-RI-2], Rep. McGovern, James P. [D-MA-2], Rep. McClellan, Jennifer L. [D-VA-4], Rep. Moore, Gwen [D-WI-4], Rep. Nadler, Jerrold [D-NY-12], Rep. Norcross, Donald [D-NJ-1], Rep. Ocasio-Cortez, Alexandria [D-NY-14], Rep. Omar, Ilhan [D-MN-5], Rep. Pingree, Chellie [D-ME-1], Rep. Pocan, Mark [D-WI-2], Rep. Ramirez, Delia C. [D-IL-3], Rep. Salinas, Andrea [D-OR-6], Rep. Schakowsky, Janice D. [D-IL-9], Rep. Takano, Mark [D-CA-39], Rep. Thompson, Bennie G. [D-MS-2], Rep. Tlaib, Rashida [D-MI-12], Rep. Tokuda, Jill N. [D-HI-2], Rep. Underwood, Lauren [D-IL-14], Rep. Wilson, Frederica S. [D-FL-24], Rep. Simon, Lateefah [D-CA-12], Rep. McCollum, Betty [D-MN-4], Rep. Lofgren, Zoe [D-CA-18], Rep. Williams, Nikema [D-GA-5], Rep. Grijalva, Adelita S. [D-AZ-7] and 2 more

Recent Actions

2025-12-17: Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, Oversight and Government Reform, and the Judiciary, 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.
2025-12-17: Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, Oversight and Government Reform, and the Judiciary, 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.
2025-12-17: Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, Oversight and Government Reform, and the Judiciary, 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.
2025-12-17: Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, Oversight and Government Reform, and the Judiciary, 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.
2025-12-17: Introduced in House
2025-12-17: Introduced in House

Bill Versions

Schedules That Work Act — issued 2025-12-17 — PDF (51 pages)