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PS 1242

Para enmendar los Artículos 2 y 4 de la Ley Núm. 180 de 27 de julio de 1998, según enmendada, conocida como la “Ley de Vacaciones y Licencia por Enfermedad de Puerto Rico”, a los fines de añadir definiciones de “cuidador” y “menor con impedimentos”; establecer una licencia especial con paga para empleados que sean padres, madres, tutores legales o custodios de menores con impedimentos, para asistir a citas médicas, terapias, evaluaciones, servicios de intervención temprana, reuniones del Comité de Programación y Ubicación y otras gestiones relacionadas con la condición del menor; disponer requisitos de notificación y certificación; prohibir represalias, acciones disciplinarias o el uso adverso de dicha licencia en evaluaciones de desempeño; facultar al Departamento del Trabajo y Recursos Humanos a adoptar la reglamentación necesaria; y para otros fines relacionados.

2025-2028 Session

Creates up to 3 days of paid caregiver leave per year (with up to 3 more unpaid days) for employees caring for minors with disabilities to attend related activities.

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Bill Summary · PS 1242

Overall purpose

PS 1242 proposes amending Puerto Rico’s Vacation and Sick Leave Law (Law No. 180-1998) to create a new, targeted paid leave option for caregivers of children with disabilities. The bill defines new terms, establishes a specific paid and nonpaid leave benefit for eligible caregivers, sets notification and certification requirements, and authorizes regulatory rules to implement the measure. It aims to reduce barriers for families in accessing medical, therapeutic, educational, and administrative services for minors with disabilities, while preserving workplace operations and prohibitions on retaliation.

Key provisions and changes

  • New definitions (Article 2):

    • “Cuidador” (caregiver): an employee who is a parent, legal guardian, or custodian of a minor with a disability, and who attends to or coordinates medical, therapeutic, educational, early intervention, or related activities.
    • “Menor con impedimentos” (minor with impediment): a person under 21 with a disability or who requires related services.

  • New paid leave for caregivers (Article 4, section (r)):

    • Eligible employees may take up to 3 days of paid leave per calendar year to attend to the minor’s medical, therapy, evaluation, early intervention, Committee on Programming and Placement meetings, or other related activities.
    • After exhausting paid days, employees may use up to 3 additional unpaid days per year for the same purposes.
    • The leave is non-cumulative, non-transferable, non-paid days do not accumulate into severance, and cannot be cashed out at termination. It is restricted to the specified purposes and cannot be used for other reasons.
    • Employers may require reasonable notification and a health/educational/therapist certificate or equivalent documentation to verify dates and general nature of the engagements. Disclosure of the child’s exact diagnosis is not required.
    • The leave cannot be used as a justification for disciplinary action or adverse employment decisions if requirements are met.
    • The provision excludes employers with 15 or fewer employees.

  • Procedural safeguards for employers:

    • Employers retain the ability to enforce neutral, reasonable, uniform attendance, documentation, and certification policies that are compatible with the bill’s purposes.

  • Regulation and implementation (Section 3):

    • the Department of Labor and Human Resources (DTRH) must draft regulations, guidelines, and forms within 90 days of enactment, coordinating with related agencies (e.g., Department of Education, Department of Health) as needed.
    • Regulations should balance employee protections with operational needs of employers and the continuity of essential services for minors.

  • Prospective application and transitional rules (Sections 4 and 6):

    • The law applies prospectively from enactment.
    • Employers have 90 days to adjust policies and procedures; employees may begin using the new caregiver leave during that transition, subject to minimum notification/certification requirements.
    • A proportional credit is provided during the first year for the new paid leave.

Who is affected

  • Eligible employees who are caregivers of minors with disabilities (up to age 21) working for covered employers.
  • Employers not covered by the current exemptions (excluding those with 15 or fewer employees).
  • Government agencies and related departments (for regulatory alignment and administration).

Procedural and timeline notes

  • Bill introduced and filed in May 2026; subject to legislative approval.
  • Once enacted, employers have a 90-day window to implement internal policies and processes.
  • The DTRH is empowered to issue implementing regulations within that period, with consultations as needed.

Potential impact

  • Improved access to timely medical, therapeutic, and educational services for minors with disabilities.
  • Financial and job security benefits for caregivers during medically or administratively necessary activities.
  • Clear protections against retaliation or improper use of the leave in performance evaluations.
  • Administrative burden on employers to track and certify qualifying absences; mitigated by defined criteria and documentation requirements.

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

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