What does Preamble of HR 7531 do?

This bill aims to allow Americans to earn paid sick time.

What does SHORT TITLE. of HR 7531 do?

This Act has a short title The short title is defined in this section

What does DEFINITIONS. of HR 7531 do?

This section defines key terms used throughout the Act. “Child” includes biological, foster, adopted, stepchildren, children of domestic partners, legal wards, and those standing in loco parentis. “Commerce” includes any activity affecting commerce, as defined in the Labor Management Relations Act. “Domestic partner” refers to individuals in a committed relationship, with specific requirements regarding age and shared responsibility for welfare. “Domestic violence,” “sexual assault,” and “stalking” are defined according to the Violence Against Women Act of 1994. “Employee” is broadly defined, referencing definitions from the Fair Labor Standards Act, and includes specific categories like Government Accountability Office employees and railroad industry workers. “Employer” is defined similarly to employee, also referencing the Fair Labor Standards Act, and includes covered employers meeting specific employment thresholds. “Paid sick time” is defined as compensated leave for specific reasons, with compensation rates tied to various standards. “Victim services organization” refers to nonprofit organizations providing assistance to victims of domestic violence, sexual assault, or stalking.

What does EARNED PAID SICK TIME. of HR 7531 do?

This section establishes requirements for earned paid sick time. Employers must provide employees at least 1 hour of earned paid sick time for every 30 hours worked, up to a maximum of 56 hours per year unless the employer chooses a higher limit. Exempt employees are generally deemed to work 40 hours per week for calculating sick time, unless their normal workweek is shorter. Employees typically begin earning sick time upon commencement of employment and can use it after a 60-day waiting period, though employers may loan time or permit use before this period. Earned paid sick time generally carries over from one year to the next. Employers with existing paid leave policies that meet certain criteria may not be required to provide additional sick time. Employers cannot require employees to find replacements to cover time off for paid sick leave. Paid sick time can be used for employee illness, medical care, or to care for family members with similar needs. Employees experiencing domestic violence, sexual assault, or stalking can also use paid sick time for related needs, such as medical care, counseling, or legal action. Employers may require certification for absences exceeding 3 consecutive workdays, but specific documentation requirements vary depending on the reason for leave.

What does NOTICE REQUIREMENT. of HR 7531 do?

This section establishes a notice requirement for employers. Employers must notify employees about paid sick time available under the Act. Employers must provide information about filing actions under the Act. Employers must detail the notice requirement under section 3(d)(1)(B)(i). Employers must describe employee protections when exercising rights under the Act. Employers must inform employees how to contact the Secretary (or other authority) regarding rights violations. Employers must post a notice containing excerpts or summaries of the Act's provisions. The notice must be posted in conspicuous places and employee handbooks. A civil fine of up to $100 may be imposed for willful violations of the posting requirement.

What does PROHIBITED ACTS. of HR 7531 do?

This section outlines prohibited acts related to the enforcement of the Act. Employers are prohibited from interfering with, restraining, or denying the exercise of rights provided under the Act. Discrimination or retaliation against individuals (including job applicants) for exercising rights, attempting to exercise rights, or opposing unlawful practices is unlawful. Using paid sick time as a negative factor in employment actions is prohibited. Counting paid sick time under absence-control policies is also prohibited. Discrimination against individuals who file actions, provide information, or testify related to the Act is unlawful. The scope of activities prohibited by this section is not intended to be less than those prohibited by section 105 of the Family and Medical Leave Act of 1993.

What does ENFORCEMENT AUTHORITY. of HR 7531 do?

This section establishes enforcement authority for the Act. The Secretary has investigative authority similar to that provided under the Fair Labor Standards Act of 1938. Employers must keep and preserve records related to compliance with the Act. Employees or individuals can bring a civil action in federal or state court to recover damages and equitable relief for violations of section 5. The court may award attorney's fees and costs to the prevailing plaintiff. The Secretary can bring a civil action to recover damages. Actions may be brought within 2 years of the last event constituting a violation, or 3 years for willful violations. A State's receipt of federal financial assistance constitutes a waiver of sovereign immunity for suits brought under this Act by employees of state programs or activities. The Solicitor of Labor may represent the Secretary in litigation.

What does EDUCATION AND OUTREACH. of HR 7531 do?

This section establishes an education and outreach component. The Secretary is authorized to conduct a public awareness campaign. The campaign's purpose is to educate the public about paid sick time requirements under the Act. Appropriations are authorized for the Secretary to carry out the campaign.

What does COLLECTION OF DATA ON PAID SICK TIME AND FURTHER STUDY. of HR 7531 do?

This section requires the Commissioner of Labor Statistics to annually compile and report information on paid sick time available to employees and average sick time used. The Comptroller General of the United States must conduct a study, within 5 years of the Act's enactment, evaluating the implementation of the Act. The study will estimate employees' access to paid sick time, their awareness of rights, and employers' compliance experiences, considering factors like race, ethnicity, gender, and occupation. A report on the study's results and the compiled information will be submitted to Congress. The Secretary must submit a report to Congress within 3 years of enactment regarding actions taken under section 6(a) concerning specific employers and employees.

What does EFFECT ON OTHER LAWS. of HR 7531 do?

This Act does not modify or affect federal or state antidiscrimination laws. This Act does not supersede state or local laws providing greater paid sick time or leave rights than those established by the Act. State and local laws providing greater paid sick time or leave rights are not preempted by this Act.

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Healthy Families Act — HR. 7531

Last updated: 2/12/2026 · Introduced: 2/12/2026

Author: Rosa DeLauro (D-CT)

TL;DR (AI)

This bill establishes a federal requirement for employers to provide employees with at least one hour of earned paid sick time for every 30 hours worked, up to a maximum of 56 hours per year.
Employees can use earned paid sick time for their own illness, to care for family members, or to address needs related to domestic violence, sexual assault, or stalking.
Employers must notify employees about their paid sick time rights, including how to file complaints and protections against retaliation.
The bill prohibits employers from interfering with employees’ rights to use paid sick time, discriminating against them for doing so, or using paid sick time as a negative factor in employment decisions.
The Secretary of Labor is granted authority to investigate violations, enforce the law, and conduct public awareness campaigns to educate workers and employers about these new requirements.

119th Congressin committeeS. 3869(In Committee)Official page

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Includes provisions on preamble, short title., and 12 more.

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