Reproductive Healthcare Leave Act

Bill Number: H.R. 8158
Origin Chamber: House
Congress: 119th Congress, Session 2
Policy Area: Labor and Employment
Status: Introduced
Latest Action: 2026-03-30: Referred to the Committee on Education and Workforce, and in addition to the Committees on Oversight and Government Reform, House Administration, 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: 2026-04-14T08:05:35Z

AI-Generated Summary

Reproductive Healthcare Leave Act (H.R. 8158)

Purpose

The Act aims to provide employees with up to 96 hours of paid leave each year to address physical or mental conditions, symptoms, or medical care related to reproductive health, such as menstruation, endometriosis, menopause, fertility treatments, pregnancy terminations, hysterectomies, and vasectomies.

Key Provisions

Paid Leave Entitlement:
Employers must grant 96 hours of paid leave on the employee's first workday of each calendar year; it does not carry over to the next year.
Leave can be used as needed for qualifying reproductive health reasons; no requirement for employees to find a replacement worker.
Employers with existing paid leave policies that meet or exceed these requirements (same amount, reasons, and conditions) are exempt from providing additional leave.
No payout required for unused leave upon job separation.
Request Process: Employees can request leave orally or in writing as soon as practicable, including the expected duration.
Notice Requirements: Employers must post notices and include information in employee handbooks about the leave, protections, and how to report violations; willful violations incur fines up to $100 per day.
Prohibitions: Employers cannot interfere with leave rights, retaliate against employees for using leave or opposing violations, or use leave against employees in hiring, promotions, or attendance policies.
Enforcement:
U.S. Department of Labor (DOL) Secretary has investigative powers similar to the Fair Labor Standards Act (FLSA, a federal wage law).
Employees can file lawsuits for damages (lost wages up to 24 hours' pay, interest, liquidated damages), reinstatement, and attorney fees.
DOL can investigate complaints, sue for violations, and seek injunctions.
Statute of limitations: 2 years (3 years for willful violations).
Coverage:
Applies to employers with 5+ employees (private sector, public agencies) and specific government employees (federal, congressional, etc.).
Regulations to be issued by DOL within 180 days; effective 6 months after regulations (with adjustments for existing union contracts).
Other:
Does not supersede more generous state/local laws, contracts, or benefits.
Authorizes DOL funding for public awareness campaigns.

Significant Changes to Existing Law

Introduces a new federal paid leave mandate specifically for reproductive health, distinct from the unpaid Family and Medical Leave Act (FMLA) or general sick leave laws.
Builds on FLSA enforcement framework but creates standalone rights without requiring medical certification.
Exempts employers with equivalent policies, unlike some mandates that add cumulatively.
Explicitly includes procedures like pregnancy terminations and vasectomies, expanding beyond typical family/medical leave categories.

Potential Impacts

Citizens/Employees: Improved access to paid time off for common reproductive issues (e.g., menstrual pain, menopause symptoms), reducing financial strain; benefits workers of all genders affected by these conditions.
Employers: Compliance costs for small businesses (5+ employees), including tracking leave and notices; potential administrative burden but flexibility for existing policies.
Government Agencies: DOL gains enforcement role with investigative/subpoena powers; increased workload and need for regulations/outreach funding. States waive sovereign immunity for programs receiving federal funds, allowing employee suits.
No notable international relations impacts.

Main Stakeholders Affected

Employees: Primarily those needing reproductive health care (e.g., women experiencing endometriosis or menopause; men for vasectomies), including private, federal, state, and congressional workers.
Employers: Businesses with 5+ employees, public agencies, and government entities.
Government: DOL (enforcement/regs), Office of Personnel Management, congressional offices, and states receiving federal funds.
Unions/Contracts: Existing agreements may delay implementation up to 18 months.

Notable Legal, Constitutional, or Political Implications

Legal: Mirrors FLSA/Civil Rights Act structures for enforcement/remedies, ensuring consistency; allows private lawsuits and DOL actions without exhausting administrative remedies first.
Constitutional: Waives state sovereign immunity (protection from lawsuits) for federally funded programs, enabling suits against states—could face challenges but ties to federal funding receipt.
Political: Bipartisan sponsors (Democrats and Republicans); promotes workplace equity for reproductive health without preempting stronger protections, potentially encouraging broader leave policies. No alterations to antidiscrimination laws.

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

Sponsor

Rep. Ansari, Yassamin [D-AZ-3]

Cosponsors (28)

Rep. Beatty, Joyce [D-OH-3], Rep. Bell, Wesley [D-MO-1], Rep. Brownley, Julia [D-CA-26], Rep. Carter, Troy A. [D-LA-2], Rep. Clarke, Yvette D. [D-NY-9], Rep. Conaway, Herbert C. [D-NJ-3], Rep. Goldman, Daniel S. [D-NY-10], Rep. Grijalva, Adelita S. [D-AZ-7], Rep. Jackson, Jonathan L. [D-IL-1], Rep. Johnson, Henry C. "Hank" [D-GA-4], Rep. Kennedy, Timothy M. [D-NY-26], Rep. Krishnamoorthi, Raja [D-IL-8], Rep. McGarvey, Morgan [D-KY-3], Del. Norton, Eleanor Holmes [D-DC-At Large], Rep. Pressley, Ayanna [D-MA-7], Rep. Ross, Deborah K. [D-NC-2], Rep. Simon, Lateefah [D-CA-12], Rep. Thanedar, Shri [D-MI-13], Rep. Tlaib, Rashida [D-MI-12], Rep. Tonko, Paul [D-NY-20], Rep. Trahan, Lori [D-MA-3], Rep. Velázquez, Nydia M. [D-NY-7], Rep. Williams, Nikema [D-GA-5], Rep. Wilson, Frederica S. [D-FL-24], Rep. Fletcher, Lizzie [D-TX-7], Rep. Bonamici, Suzanne [D-OR-1], Rep. McClain Delaney, April [D-MD-6], Rep. Jayapal, Pramila [D-WA-7]

Recent Actions

2026-03-30: Referred to the Committee on Education and Workforce, and in addition to the Committees on Oversight and Government Reform, House Administration, 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.
2026-03-30: Referred to the Committee on Education and Workforce, and in addition to the Committees on Oversight and Government Reform, House Administration, 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.
2026-03-30: Referred to the Committee on Education and Workforce, and in addition to the Committees on Oversight and Government Reform, House Administration, 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.
2026-03-30: Referred to the Committee on Education and Workforce, and in addition to the Committees on Oversight and Government Reform, House Administration, 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.
2026-03-30: Introduced in House
2026-03-30: Introduced in House

Bill Versions

Reproductive Healthcare Leave Act — issued 2026-03-30 — PDF (26 pages)