Honoring Family-Friendly Workplaces Act
- Bill Number
- H.R. 6880
- Origin Chamber
- House
- Congress
- 119th Congress, Session 1
- Policy Area
- Labor and Employment
- Status
- Introduced
- Latest Action
- 2025-12-18: Referred to the House Committee on Education and Workforce.
- Last Updated
- 2026-01-22T14:57:14Z
AI-Generated Summary
Purpose This legislation directs the Secretary of Labor to create a voluntary national certification program that recognizes employers demonstrating a commitment to policies helping employees manage both work duties and family responsibilities.
Key Provisions
- The bill establishes a certification program under which the Secretary of Labor awards "family-friendly certifications" to qualifying employers.
- To qualify, an employer must implement all of the following policies:
- Assistance with fertility or adoption services.
- At least 12 weeks of paid family leave annually, usable for birth or care of a child, adoption or foster care placement, the employee's own serious health condition (including pregnancy-related issues), a family member's serious health condition, or military caregiving.
- Paid sick days separate from general paid time off.
- Child care subsidies or allowances for parents to work with infants in safe settings.
- Flexible work hours for parents returning after birth, adoption, or foster care.
- Remote work options, when feasible, for child care needs.
- Lactation support including supplies, consultants, and reimbursement for expressed milk delivery during travel.
- Employers apply to the Secretary, who reviews submissions and awards certification to those meeting all criteria.
- The bill authorizes appropriations as needed to implement the program.
Significant Changes to Existing Law The Act creates a new voluntary recognition program administered by the Department of Labor. It incorporates definitions from the Fair Labor Standards Act but does not amend or expand existing federal leave mandates such as the Family and Medical Leave Act. No new requirements are imposed on employers; participation remains optional.
Potential Impacts
- Government agencies: The Department of Labor would establish and manage the certification process, including application review and program administration.
- Citizens and employers: Participating employers may gain public recognition; employees at certified workplaces could access expanded benefits.
- No direct effects on international relations are specified.
Main Stakeholders Affected
- Employers seeking certification.
- Employees and their families who may benefit from the listed policies.
- The Secretary of Labor and Department of Labor staff responsible for implementation.
Notable Legal, Constitutional, or Political Implications The program is entirely voluntary and does not create new legal obligations, reducing potential constitutional concerns regarding federal authority over private employment. It references existing statutes for definitions but introduces no mandates or enforcement mechanisms beyond certification denial.
This summary was generated by AI and may contain inaccuracies. Refer to the official source document for the authoritative text.
Sponsor
Cosponsors (3)
Del. Norton, Eleanor Holmes [D-DC-At Large], Rep. Tlaib, Rashida [D-MI-12], Rep. Velázquez, Nydia M. [D-NY-7]
Recent Actions
- 2025-12-18: Referred to the House Committee on Education and Workforce.
- 2025-12-18: Introduced in House
- 2025-12-18: Introduced in House
Bill Versions
- Honoring Family-Friendly Workplaces Act — issued 2025-12-18 — PDF (4 pages)