Healthy Families Act
- Bill Number
- H.R. 7531
- Origin Chamber
- House
- Congress
- 119th Congress, Session 2
- Policy Area
- Labor and Employment
- Status
- Introduced
- Latest Action
- 2026-02-12: Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, and Oversight and Government Reform, 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
- 2026-05-13T08:06:37Z
AI-Generated Summary
Purpose
The Healthy Families Act aims to ensure that most American workers can earn and use paid sick time to address their own health needs or those of their family members, promoting family and medical well-being without fear of job loss.
Key Provisions
- Earning Paid Sick Time: Employers must provide at least 1 hour of paid sick time for every 30 hours worked, up to a maximum of 56 hours (about 7 days) per year. Employees begin earning it from their first day of employment but can use it after 60 days. Unused time carries over to the next year, but the annual cap remains 56 hours. Employers with existing paid leave policies that meet or exceed these requirements (in amount, uses, and conditions) are exempt from providing additional time.
- Eligible Uses: Paid sick time can be used for:
- The employee's own physical or mental illness, injury, or medical condition.
- Obtaining diagnosis, treatment, or preventive care for the employee.
- Caring for a child, parent, spouse, domestic partner, or close family-like relative with a health condition, or attending related school/care meetings.
- Addressing needs related to domestic violence, sexual assault, or stalking, such as seeking medical care, counseling, victim services, relocation, or legal proceedings for the employee or affected family members.
- Request and Certification Process: Employees must request time in advance if foreseeable (at least 7 days) or as soon as practicable otherwise. For absences over 3 consecutive days related to health or family care, employers may require certification from a health care provider (e.g., a doctor or similar professional) stating the need and duration. For domestic violence-related absences, documentation like a police report or statement from a victim services organization may be required. All health information must be kept confidential and separate from other records.
- Employer Obligations: Employers cannot require employees to find replacements for their sick time. They must notify employees of their rights (via handbooks and posted notices) and cannot use sick time against employees in attendance policies, promotions, or discipline.
- Enforcement and Remedies: The U.S. Department of Labor (DOL) investigates violations, similar to wage laws. Employees can sue for lost wages (up to 56 hours' pay), interest, liquidated damages, and equitable relief like reinstatement. Retaliation is prohibited, with a 2-year statute of limitations (3 years for willful violations). Special rules apply to federal, congressional, and state employees.
- Other Requirements: DOL will conduct outreach and data collection on sick time usage. The act does not require payout of unused time upon leaving a job and encourages more generous employer policies.
Significant Changes to Existing Law
- This act introduces a national minimum standard for earned paid sick time, which does not currently exist under federal law (though some states and localities have similar requirements). It expands beyond the Family and Medical Leave Act (FMLA), which provides unpaid leave for serious health conditions but excludes smaller employers and paid compensation.
- It broadens coverage to include nearly all employers (those with at least one employee for 20+ weeks a year) and workers, including part-timers, some federal/state employees, and rail industry workers—unlike FMLA's focus on larger employers (50+ employees) and full-time workers.
- Unlike some state laws, it explicitly includes time for domestic violence, sexual assault, or stalking victims and allows use for preventive care or family caregiving without strict medical necessity.
- It aligns enforcement with the Fair Labor Standards Act (FLSA, the federal minimum wage and overtime law) but adds protections against retaliation and requires confidentiality for sensitive health information.
Potential Impacts
- On Government Agencies: DOL gains new investigative and regulatory duties, including annual data reporting and a public awareness campaign. Other agencies (e.g., Office of Personnel Management for federal workers) must issue aligned rules. States accepting federal funds waive sovereign immunity for related lawsuits.
- On Citizens (Employees): Millions of workers, especially in low-wage or part-time jobs without sick leave, could gain access to up to 7 paid days off annually, reducing financial stress from illness or family care. It may improve health outcomes by encouraging timely medical visits and support for victims of violence.
- On Employers: Small businesses (even those with one employee) face new compliance costs for tracking time, notices, and potential certifications, though existing policies can substitute. Rail carriers and public agencies are explicitly included, potentially increasing operational planning needs.
- On International Relations: Minimal direct impact, as this is a domestic labor policy; however, it could influence U.S. standing in global labor standards discussions by aligning with paid leave norms in many developed countries.
Main Stakeholders
- Employees and Families: Primary beneficiaries, including hourly workers, part-timers, caregivers, and victims of domestic violence/sexual assault/stalking; covers biological, adopted, foster, step, and domestic partner relations.
- Employers: All private sector businesses (including small ones and rail carriers), public agencies, federal/congressional employees' offices, and some state workers; those with generous policies face less burden.
- Government Entities: DOL (enforcement and regulations), Comptroller General (studies), and agencies like the Government Accountability Office/Library of Congress (for their employees).
- Health and Victim Services Providers: Doctors, counselors, and nonprofits (e.g., rape crisis centers) involved in certifications or documentation.
- Labor Unions and Advocacy Groups: May benefit from stronger protections but could negotiate enhancements in collective bargaining.
Notable Legal, Constitutional, or Political Implications
- Legal: Builds on FLSA and FMLA frameworks for enforcement, allowing private lawsuits and DOL actions without preempting stronger state/local laws (e.g., those offering more than 56 hours). Emphasizes confidentiality to comply with health privacy laws like HIPAA. No payout of unused time avoids contract disputes but may limit employee incentives.
- Constitutional: Waives state sovereign immunity (11th Amendment protection) for programs receiving federal funds, enabling suits against state employers. Broad definitions (e.g., "domestic partner" including same-sex relationships) align with equal protection but could face challenges if seen as overreaching federal commerce power.
- Political: Sponsored by over 100 House Democrats, it reflects progressive priorities on worker rights and family support. Effective 6 months after regulations (with delays for union contracts up to 18 months), it could spark debates on business costs vs. worker equity, especially for small employers. Requires congressional funding for DOL outreach, potentially tying into broader labor reform discussions.
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 (154)
Rep. Adams, Alma S. [D-NC-12], Rep. Ansari, Yassamin [D-AZ-3], Rep. Balint, Becca [D-VT-At Large], Rep. Barragán, Nanette Diaz [D-CA-44], Rep. Beatty, Joyce [D-OH-3], Rep. Bell, Wesley [D-MO-1], Rep. Beyer, Donald S. [D-VA-8], Rep. Bonamici, Suzanne [D-OR-1], Rep. Brown, Shontel M. [D-OH-11], Rep. Brownley, Julia [D-CA-26], Rep. Budzinski, Nikki [D-IL-13], Rep. Carbajal, Salud O. [D-CA-24], Rep. Carson, André [D-IN-7], Rep. Casar, Greg [D-TX-35], Rep. Castor, Kathy [D-FL-14], Rep. Castro, Joaquin [D-TX-20], Rep. Cherfilus-McCormick, Sheila [D-FL-20], Rep. Clarke, Yvette D. [D-NY-9], Rep. Chu, Judy [D-CA-28], Rep. Cleaver, Emanuel [D-MO-5], Rep. Cohen, Steve [D-TN-9], Rep. Courtney, Joe [D-CT-2], Rep. Craig, Angie [D-MN-2], Rep. Crockett, Jasmine [D-TX-30], Rep. Davis, Danny K. [D-IL-7], Rep. Dean, Madeleine [D-PA-4], Rep. DeGette, Diana [D-CO-1], Rep. DelBene, Suzan K. [D-WA-1], Rep. Deluzio, Christopher R. [D-PA-17], Rep. DeSaulnier, Mark [D-CA-10], Rep. Dexter, Maxine [D-OR-3], Rep. Dingell, Debbie [D-MI-6], Rep. Doggett, Lloyd [D-TX-37], Rep. Elfreth, Sarah [D-MD-3], Rep. Escobar, Veronica [D-TX-16], Rep. Evans, Dwight [D-PA-3], Rep. Foushee, Valerie P. [D-NC-4], Rep. Foster, Bill [D-IL-11], Rep. Frankel, Lois [D-FL-22], Rep. Friedman, Laura [D-CA-30], Rep. Frost, Maxwell [D-FL-10], Rep. Garamendi, John [D-CA-8], Rep. Garcia, Robert [D-CA-42], Rep. Scanlon, Mary Gay [D-PA-5], Rep. Goldman, Daniel S. [D-NY-10], Rep. Gomez, Jimmy [D-CA-34], Rep. Gottheimer, Josh [D-NJ-5], Rep. Grijalva, Adelita S. [D-AZ-7], Rep. Hayes, Jahana [D-CT-5], Rep. Himes, James A. [D-CT-4] and 104 more
Recent Actions
- 2026-02-12: Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, and Oversight and Government Reform, 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.
- 2026-02-12: Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, and Oversight and Government Reform, 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.
- 2026-02-12: Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, and Oversight and Government Reform, 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.
- 2026-02-12: Introduced in House
- 2026-02-12: Introduced in House
Bill Versions
- Healthy Families Act — issued 2026-02-12 — PDF (42 pages)