What does Preamble of HR 6818 do?

This bill, formally titled 'To extend protections to part-time workers in the areas of family and medical leave and to ensure equitable treatment in the workplace,' aims to extend protections to part-time workers. The bill seeks to ensure equitable treatment in the workplace for part-time workers. The bill was introduced in the House of Representatives on December 17, 2025.

What does SHORT TITLE. of HR 6818 do?

This bill is formally titled the Part-Time Worker Bill of Rights Act.

What does TABLE OF CONTENTS. of HR 6818 do?

This bill provides a table of contents.

What does ELIMINATION OF HOURS OF SERVICE REQUIREMENT FOR FMLA LEAVE. of HR 6818 do?

This section amends the Family and Medical Leave Act of 1993 (FMLA) and related statutes to reduce the required employment duration for eligibility. The FMLA's definition of 'eligible employee' is changed to require at least 90 days of employment with the employer. Amendments are made to the Congressional Accountability Act of 1995, Title 3, United States Code, and Chapter 63 of Title 5, United States Code, also reducing the required employment duration to 90 days. Subparagraphs (C) and (D) of section 101(2) of the FMLA are struck, and subparagraph (E) is redesignated as (C). Paragraph (5) of section 102(a) of the FMLA is removed. The amendments made by this section will take effect one year after the date of enactment of this Act.

What does DEFINITIONS. of HR 6818 do?

This section defines key terms used within the title. The term 'employ' is defined according to section 3(g) of the Fair Labor Standards Act of 1938. The definition of 'employee' includes individuals meeting criteria under the Fair Labor Standards Act, as well as State, Congressional, and Federal employees, and employees of the Government Accountability Office, with exceptions outlined in section 205(e). An 'employer' is defined as a person in commerce employing more than 15 employees or part of an integrated enterprise exceeding that threshold, or as entities employing specific types of employees. The term 'person' is defined according to section 3(a) of the Fair Labor Standards Act of 1938, except when used with 'person in commerce'. A 'person in commerce' is defined as someone engaged in commerce, affecting commerce, or producing goods for commerce, with 'commerce' including government. The term 'Secretary' refers to the Secretary of Labor.

What does ELIMINATION OF DISCRIMINATION ON THE BASIS OF HOURS WORKED. of HR 6818 do?

This section prohibits employers from discriminating against employees based on the number of hours they work per week or the expected duration of their employment. Discrimination includes differential treatment regarding compensation, work hours input, benefits accrual, promotion opportunities, and other employment terms. Permissible distinctions include differences in compensation or other employment conditions based on hire date, a merit system, or a system measuring earnings by quantity or quality of production. The prohibition applies if the jobs of the employees require substantially equal skill, effort, responsibility, and duties and are performed under similar working conditions.

What does OFFER OF WORK TO EXISTING EMPLOYEES. of HR 6818 do?

This section establishes requirements for employers regarding the scheduling of existing employees. Employers must obtain a written statement from employees detailing their desired weekly work hours and availability. Employers are generally required to schedule existing employees to work their desired hours before hiring new employees or engaging contractors. Exceptions exist where an employer can hire externally if existing employees are unavailable, lack qualifications, or scheduling would require overtime. Existing employees who are not scheduled for their desired hours when a new hire, contractor, or subcontractor works those hours may be entitled to compensation. Compensation is not required if the existing employee lacks qualifications, scheduling would require overtime, the employer attempted to contact the employee, or the employee was unavailable. The terms 'written' and 'writing' are defined as printed or printable communications in physical or electronic form.

What does PROHIBITED ACTS. of HR 6818 do?

This section prohibits employers from interfering with, restraining, or denying the exercise of rights established under this title. Employers are also prohibited from retaliating against employees for exercising rights or opposing unlawful practices outlined in this title. Discrimination against individuals who have filed charges, initiated proceedings, provided information, or testified related to rights under this title is also prohibited. Adverse employment actions, such as discharge, demotion, suspension, or reduction of work hours, are considered unlawful retaliation.

What does REMEDIES AND ENFORCEMENT. of HR 6818 do?

This section outlines remedies and enforcement mechanisms related to the title. The Secretary has investigative authority similar to that provided under section 11(a) of the Fair Labor Standards Act of 1938. Employers must maintain records for at least three years, or the duration of any related claim, demonstrating compliance with the title and related regulations. Employers must provide employees with copies of relevant records upon reasonable request. The Secretary cannot generally require employers to submit records more than once per year unless there is reasonable cause to believe a violation exists. Employees who experience violations of certain provisions (sections 202, 203, or 204) may bring a civil action for damages, interest, liquidated damages, and equitable relief. The court may reduce liquidated damages if the employer proves the violation was in good faith and with reasonable grounds. The Secretary can initiate administrative actions to resolve complaints, similar to processes under the Fair Labor Standards Act. An affected person can request review of an administrative order by an administrative law judge. Employers who willfully and repeatedly violate specific sections (204(a)) may be subject to civil penalties. Any sums recovered on behalf of an employee are held in a special deposit account and paid to the employee. Actions may be brought within two years of the last event constituting the alleged violation, or three years for willful violations of section 204. The powers and procedures related to certain congressional accountability acts and chapters of title 3 and title 5 are applied to employees covered by those acts.

What does REGULATIONS. of HR 6818 do?

This section outlines the regulatory process for implementing the title of this Act. The Secretary of Labor is tasked with issuing regulations within 180 days of enactment, unless otherwise specified. The Board of Directors of the Office of Congressional Workplace Rights must issue regulations within 180 days for employees described in section 201(2)(C), using procedures similar to those under the Congressional Accountability Act of 1995. The President is responsible for issuing regulations within 180 days for employees described in section 201(2)(D). The Office of Personnel Management must issue regulations within 180 days for employees described in section 201(2)(E). The Comptroller General of the United States is required to issue regulations within 180 days for employees of the Government Accountability Office. Each entity (Secretary, Board, President, Office, Comptroller General) is directed to consider relevant enforcement and remedies provisions, including those under the Family and Medical Leave Act of 1993 and the Congressional Accountability Act of 1995. Regulations issued by the Board, President, Office, and Comptroller General generally mirror the Secretary’s regulations but may be modified if deemed more effective, with justification.

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Part-Time Worker Bill of Rights Act — HR. 6818

Last updated: 12/17/2025 · Introduced: 12/17/2025

Author: Janice Schakowsky (D-IL)

TL;DR (AI)

This bill reduces the required employment duration for eligibility under the Family and Medical Leave Act (FMLA) to 90 days for most employees, including those working for Congress and the Government Accountability Office.
It prohibits employers from discriminating against part-time employees based on the number of hours they work or the expected duration of their employment, regarding compensation, benefits, and promotion opportunities.
Employers are required to consider existing employees' desired work hours before hiring new employees or contractors, and may be required to compensate existing employees if their desired hours are filled by others.
The bill establishes protections against employer interference, retaliation, and discrimination related to exercising rights under the law.
The Secretary of Labor will have investigative authority and employers must maintain records to demonstrate compliance, while employees can pursue civil actions for violations and the bill outlines a regulatory process for implementation.

119th Congressin committeeS. 3547(In Committee)Official page

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Other Sections

Includes provisions on preamble, short title., and 1 more.

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TITLE I

-EXPANDING ACCESS TO BENEFITS FOR PART-TIME WORKERS

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TITLE II

-ENSURING FAIR TREATMENT FOR PART-TIME AND TEMPORARY WORKERS

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