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HB 6057

Labor: working conditions; suitable seats; require employers to provide to employees under certain circumstances. Creates new act.

2025-2026 Regular Session Introduced by Joey Andrews and 7 co-sponsors

HB 6057 would require employers to provide a suitable seat to workers when reasonable or nearby, with penalties for violations and rulemaking authority.

bill electronically reproduced 06/09/2026
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Bill Summary · HB 6057

Overview

House Bill 6057 (HB 6057), introduced in the Michigan 2025-2026 session, would require employers to provide suitable seating for employees under certain conditions. The bill sets definitions, outlines when seating must be provided, establishes penalties for noncompliance, and authorizes rulemaking to implement the provisions. It also includes provisions for how the act interacts with existing collective bargaining agreements.

Purpose and intent

  • To ensure employees performing work at employer-controlled locations have access to suitable seating when it is reasonable or when proximity seating is feasible, thereby potentially improving working conditions and comfort.
  • To create enforceable standards for seating, with civil penalties for violations.
  • To authorize regulatory rules to implement the act and to address how the act interacts with existing employment agreements.

Key provisions

  • Definitions (Sec. 1):
    • Department: Michigan Department of Labor and Economic Opportunity.
    • Employee: An individual employed by an employer.
    • Employer: A person that employs one or more employees.
    • Suitable Seat: A chair, stool, bench, or any similar seat with back support.
  • Seating requirement ( Sec. 3 ):
    • An employer must provide a suitable seat to an employee performing work at an employer-controlled location if it is reasonable for the employee to use a seat while performing the work.
    • If using a seat is not reasonable for the specific task, the employer must provide a suitable seat in close proximity to the employee’s working area.
    • An employee cannot be prohibited from using a suitable seat if they are actively performing their work.
  • Enforcement and penalties (Sec. 5):
    • Violations carry a civil fine of $250 per affected employee, assessed for every 2-week period that the violation continues.
    • Fines may be pursued by the county prosecutor or the attorney general, and collected fines go to the state general fund.
  • Rulemaking authority (Sec. 7):
    • The Department may promulgate rules to implement the act under the Administrative Procedures Act of 1969.
  • Interaction with collective bargaining agreements (Sec. 9):
    • The act applies to parties to an existing agreement beginning on the date the agreement expires or is terminated, amended, extended, or renewed, if:
    • The agreement is in effect on the act’s effective date, and
    • The agreement conflicts with the act.

Who is affected

  • Employers with one or more employees operating at locations controlled by the employer.
  • Employees who would be entitled to a suitable seat under the circumstances described.
  • Potentially unions or collective bargaining agreements, insofar as those agreements interact with the act’s effective date and any conflict provisions.

Procedural and timeline notes

  • Status: Introduced and referred to the Committee on Government Operations (as of June 9, 2026).
  • Effective date: Not specified in the text provided; the interaction with collective bargaining agreements suggests a phased effect as agreements expire or are amended/renewed.
  • Rulemaking: Department authority to issue implementing rules under the Administrative Procedures Act.

Potential impact and considerations

  • Practical impact: Employers may need to supply suitable seating at multiple workstations where seat use is reasonable or feasible, potentially affecting workplace ergonomics and comfort.
  • Financial impact: Civil fines could apply for noncompliance, scaled by the number of employees affected and the duration of noncompliance.
  • Operational considerations: Determination of “reasonable” seating use and proximity requirements could require workplace assessments or guidance from the Department.
  • Labor relations: The interaction with existing collective bargaining agreements could complicate implementation for bargaining unit workplaces, depending on how existing terms align with the act.

Overall, HB 6057 seeks to codify a seating provision in workplaces, with enforcement mechanisms and rules to guide compliance, while accounting for existing employment agreements.

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

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