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HB 5999

AN ACT RELATING TO STATE AFFAIRS AND GOVERNMENT -- STATE POLICE

2025 Regular Session Introduced by Stephen Casey and 9 co-sponsors

Hospitals may not require RNs to work beyond scheduled hours and must give 8 hours off after a 12+ hour shift, with protections against discipline for refusals.

04/22/2025 Committee recommended measure be held for further study
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Bill Summary · HB 5999

Summary — HB 5999 (Rep. Stephanie A. Young)

Status: Passed House (Dec. 13, 2024); Referred to Committee on Government Operations. Introduced: Sept. 26, 2024. Effective date (as passed House): July 1, 2025. Amends MCL 333.20165 and adds MCL 333.17233 and 333.21526.

Purpose

To prohibit hospitals from requiring registered professional nurses (RNs) to work beyond their predetermined, regularly scheduled hours except in limited circumstances; to protect nurses from discipline for refusing mandatory overtime; to require rest time after long shifts; and to authorize administrative sanctions for violations.

Key provisions

  • Prohibition on mandatory overtime: Hospitals may not require an RN to work more than the RN’s regularly scheduled hours according to a predetermined work schedule (new MCL 333.21526(1)).
  • Required rest: If an RN works 12 or more consecutive hours at the hospital, the hospital must provide 8 consecutive hours off immediately after that shift (MCL 333.21526(2)).
  • Exceptions (where the prohibition does not apply):
    • RN voluntarily accepts extended assignment.
    • RN is assisting with a patient‑care procedure that runs over scheduled hours and the RN’s immediate supervisor (other than a charge nurse) determines RN’s absence could adversely affect the patient.
    • Declared state of emergency or mass casualty incident.
    • First 4 weeks after an initial public health emergency (epidemic) declaration under section 2253.
    • A limited 2‑hour extension after a shift when an oncoming RN is unexpectedly absent and the absence was discovered at or within 1 hour before the shift, could not reasonably be planned for, and could significantly impact patient safety.
  • Protections for refusal: An RN’s refusal to accept a request to work beyond scheduled hours is not, by itself, grounds for administrative discipline under nurse licensing provisions (new MCL 333.17233) and hospitals may not discharge, discipline, threaten, or otherwise discriminate against an RN for such refusals (MCL 333.21526(4)).
  • Notice requirement: Hospitals must post conspicuous notices (and place on intranet if used) informing RNs of the law and how to file complaints with the Department of Licensing and Regulatory Affairs (LARA) (MCL 333.21526(5)).
  • Enforcement and sanctions: If LARA determines a hospital violated the provisions, it must impose a $1,000 administrative fine per violation and may also deny, limit, suspend, or revoke hospital license or certification after notice and hearing under MCL 333.20165(1) and (5).
  • Collective bargaining carve‑out: If a collective bargaining agreement in effect on the act’s effective date prevents compliance, the law does not apply until that agreement expires (MCL 333.21526(7)).

Who is affected

  • Hospitals licensed under the Public Health Code (definition cross‑referenced to MCL 333.20106).
  • Registered professional nurses employed by hospitals.
  • LARA (enforcement agency).
  • Potential fiscal effects on hospitals (including publicly owned hospitals) and Medicaid reimbursements if staffing levels change.

Fiscal and operational impact

  • Administrative fines: $1,000 per violation to hospitals; LARA has authority to pursue licensing sanctions.
  • House Fiscal Agency estimates an indeterminate fiscal impact on LARA and publicly owned hospitals. Potential increase in hospital labor costs if mandatory overtime is limited and additional nurses are hired; this could affect Medicaid expenditures (fiscal share for FY 2024–25 noted as ~65.13% federal / 34.87% state).
  • The bill contains timing and bargaining provisions that may delay applicability for some hospitals.

Other notes

  • Adds explicit statutory protections preventing an RN’s refusal to work overtime from being the sole basis for administrative disciplinary action.
  • Bill as passed by the House: roll call 56–0; includes immediate-effect procedural actions in House but sets statutory effective date of July 1, 2025.

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

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