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HB 8578

AN ACT RELATING TO HUMAN SERVICES -- FAMILY CAREGIVERS SUPPORT ACT OF 2013

2026 Regular Session Introduced by Sam Azzinaro and 9 co-sponsors

Rhode Island employers may not discriminate against or deny accommodations for employees with family caregiving duties, if feasible, with enforcement and remedies available.

06/02/2026 Committee recommended measure be held for further study
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WeVote Research Nonpartisan
Bill Summary · HB 8578

Overview

HB 8578 (Rhode Island, 2026) adds workplace protections for family caregivers under the existing Family Caregivers Support Act of 2013. The bill prohibits employers from discriminating against caregivers and from denying reasonable accommodations related to caregiving responsibilities. It also creates enforcement and remedies through the Rhode Island Commission for Human Rights.

Purpose and intent

  • Protect individuals who have family caregiving responsibilities from employment discrimination.
  • Ensure caregivers can request flexible scheduling, remote work, or adjusted hours to attend caregiving needs without facing adverse employment actions.
  • Provide a clear enforcement mechanism and remedies for violations.

Key provisions

  1. Prohibited actions by employers (new section 40-8.11-4)

    • It is unlawful to:
      • Refuse to hire an applicant solely because of family caregiver responsibilities.
      • Take adverse employment actions (e.g., discrimination in pay, terms, conditions, or privileges) due to caregiver responsibilities.
      • Deny a caregiver’s request for flexible scheduling, remote work, or adjusted hours to meet caregiving needs, unless such request would cause undue hardship for the employer (including significant difficulty or expense).

  2. Affirmative defense for small employers ( subsection (b))

    • For employers with fewer than 25 employees, an affirmative defense is available if:
      • Compliance would cause undue hardship, and the employer has made a good-faith effort to implement compliant measures that could be carried out without undue hardship; or
      • The employer has adopted a reasonable phased plan, and the issue relates to a portion of the plan not yet implemented at the time of the alleged violation.

  3. Rules and enforcement ( subsections (c) and (d))

    • The Rhode Island Commission for Human Rights must promulgate rules to implement and enforce the section.
    • The Commission conducts investigations and hearings; if a violation is found, remedies may include reinstatement, back pay, compensation for lost benefits, and attorneys’ fees.

  4. Effective date

    • The act takes effect upon passage.

Who is affected

  • Employers in Rhode Island (including small employers with fewer than 25 employees) and their employees.
  • Employees who have family caregiving responsibilities seeking accommodations related to caregiving (e.g., flexibility, remote work, adjusted hours).

Procedural and timeline aspects

  • Referred to: House Labor.
  • Introduction date: May 22, 2026.
  • The act requires rulemaking by the RI Commission for Human Rights to implement and enforce its provisions.
  • Effective date: immediate upon passage.

Potential impact

  • Increased protections for caregivers in the workplace, promoting work-life balance and potentially reducing caregiver-related job loss or penalties.
  • Encourages employers to consider flexible arrangements as a standard practice, subject to undue hardship considerations.
  • Provides a formal enforcement mechanism with possible remedies to address violations, including back pay and lost benefits.

Compiled from official sources — confirm details with the bill’s official record.

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