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HR 7531

Healthy Families Act

119th Congress Introduced by Alma Adams and 145 co-sponsors

Requires employers to provide at least 1 hour of paid sick time for every 30 hours worked, up to 56 hours per year, with use for personal, family, and domestic violence-related nee

Introduced in House
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WeVote Research Nonpartisan
Bill Summary · HR 7531

Summary of H.R. 7531 – Healthy Families Act (119th Congress, 2nd Session)

Purpose
- Establish an earned paid sick time program for most American workers to address their own health needs and the health needs of family members and certain others.

Key Provisions and Changes Proposed
- Earned Paid Sick Time (Section 3)
- Employers must provide at least 1 hour of paid sick time for every 30 hours worked.
- Cap: Earned paid sick time cannot exceed 56 hours per year unless the employer voluntarily sets a higher limit.
- Credit for exempt employees: Exempt workers are treated as 40 hours per workweek unless their normal workweek is shorter.
- Earning and use timing: Employees begin earning on hire; can use paid sick time after the 60th day of employment. Employers may loan time in advance.
- Carryover: Earned time carries over year to year, up to the 56-hour annual cap (no obligation to exceed cap).
- Existing policies: If an employer already offers paid leave that meets or exceeds the Act’s requirements and can be used for the same purposes, they are not required to grant additional sick time under this Act.
- Reinstatement: If an employee is separated and later rehired within 12 months by the same employer, previously earned paid sick time is reinstated and further accrual resumes.
- No cash-out: Unused earned sick time need not be reimbursed upon termination.

  • Uses of Paid Sick Time (Section 3, Subsection b)

    • Personal health needs: Illness, injury, medical condition, and medical/diagnostic care or preventive care for the employee.
    • Family care: Time to care for a child, parent, spouse, domestic partner, or other close relation in certain defined circumstances (child’s health needs, attending meetings related to care, or if the individual is unable to care for themselves).
    • Domestic violence, sexual assault, or stalking: Time to seek medical attention, obtain services from victim services organizations, receive counseling, relocate, or participate in legal actions related to such violence or acts.

  • Certification and Documentation (Section 3, Subsection b(2), and Section 3(c))

    • Employers may require certification from a health care provider for uses described above if the period exceeds 3 consecutive workdays.
    • For domestic violence-related leave, documentation can include police reports, court orders, or documentation from victim-services professionals, with protections for confidentiality and limited disclosure.
    • Provisions to protect health information and privacy, including separate medical records handling and confidentiality.

  • Notice and Posting (Section 4)

    • Employers must notify employees about the paid sick time program, filing procedures, and rights.
    • Employers must post a conspicuous notice and include information in employee handbooks.

  • Protections and Enforcement (Section 5)

    • Prohibits interference with, restraint of, or denial of rights under the Act.
    • Prohibits retaliation or discrimination for exercising rights or opposing unlawful practices.
    • Establishes enforcement mechanisms, including private rights of action and remedies for violations, with back pay, damages (up to 56 hours of wages for certain violations), liquidated damages, and attorney’s fees.

  • Enforcement Authority (Section 6)

    • Secretary of Labor (with appropriate agencies for specific employee groups) has investigative and enforcement powers, including record-keeping requirements and subpoena authority.
    • The Act provides for civil actions in federal or state courts and, in certain cases, agency actions by the Secretary.

  • Education, Outreach, and Data (Sections 7–8)

    • A public awareness campaign to educate about paid sick time.
    • Regular data collection by the Bureau of Labor Statistics on availability and usage, plus a GAO study within 5 years to assess implementation, awareness, and equity across race, ethnicity, gender, and occupation.
    • Reporting on enforcement actions with rail carriers and other covered employers.

  • Interaction with Other Laws (Section 9)

    • The Act does not modify existing anti-discrimination laws or preempt more generous state or local leave laws.
    • Protects existing employment benefits that are more generous; rights under the Act cannot be diminished by contracts or benefit plans unless they are more protective.

  • Effective Date and Collective Bargaining (Section 13)

    • The Act would take effect 6 months after regulations are issued under the Act (Section 12).
    • For collective bargaining agreements in effect on the effective date, the Act takes effect on the earlier of: (a) contract termination, (b) amendments after the effective date, or (c) 18 months after regulations issue.

  • Regulatory Framework (Section 12)

    • The Secretary of Labor, GAO, and Library of Congress would issue regulations to implement the Act, with parallel regulations for applicable federal employee groups.

Who Is Affected
- Employers with at least one employee (broad coverage includes many private-sector employers; specific public sector and railroad-employee categories are defined separately).
- Employees across covered sectors, including federal, state, and local government workers, railroad workers, congressional staff (to the degree defined in the Act), and private-sector workers.
- Additional coverage for special employee groups via related agencies (e.g., GAO, Library of Congress, and congressional civil-service provisions).

Timeline and Process
- 6 months after regulations are issued: Act takes effect.
- For unions/collective bargaining agreements: earlier of contract termination, amendment, or 18 months after regulations issues.
- Regulations to be issued within 180 days after enactment (Section 12(a)(1)).
- Data and GAO study timeline: GAO study within 5 years; annual BLS data collection ongoing.

Sponsorship
- Broad group of House sponsors, including Rep. Rosa DeLauro and a wide slate of cosponsors, with emphasis on family-friendly leave and worker protections.

Impact considerations
- Expands paid sick time access for many workers lacking paid leave.
- Balances with protections for employers (cap on accrual, scheduling considerations, and certification rules).
- Builds in privacy safeguards for health information and domestic-violence-related documentation.
- Creates federal enforcement mechanisms and potential penalties for noncompliance.
- Requires ongoing data collection and evaluation to inform policy adjustments.

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

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