What does Preamble of S 3547 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 Senate on December 17, 2025.

What does SHORT TITLE. of S 3547 do?

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

What does TABLE OF CONTENTS. of S 3547 do?

This bill provides a table of contents.

What does ELIMINATION OF HOURS OF SERVICE REQUIREMENT FOR FMLA LEAVE. of S 3547 do?

This section amends the Family and Medical Leave Act of 1993 (FMLA) to reduce the required employment duration for an eligible employee from 12 months and 1,250 hours to 90 days. The Congressional Accountability Act of 1995 is also amended to lower the required employment duration to 90 days. Title 3 and Title 5 of the United States Code are amended to reduce the service requirement to 90 days in specific sections. 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 S 3547 do?

This section defines key terms used within the title. The definition of 'employ' references section 3(g) of the Fair Labor Standards Act of 1938. The definition of 'employee' is complex, referencing multiple acts and statutes, and includes various categories of workers. The definition of 'employer' similarly references multiple acts and statutes and includes entities employing more than 15 employees. The term 'person' is defined with reference to section 3(a) of the Fair Labor Standards Act of 1938, except when used with 'person in commerce'. “Person in commerce” means any person engaged in commerce, in any industry or activity affecting commerce, or in the production of goods for commerce. The term 'commerce' includes government.

What does ELIMINATION OF DISCRIMINATION ON THE BASIS OF HOURS WORKED. of S 3547 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 in compensation or other employment conditions are allowed for reasons unrelated to hours worked or employment duration, such as hiring date, merit systems, or production-based earnings measurements.

What does OFFER OF WORK TO EXISTING EMPLOYEES. of S 3547 do?

This section requires employers to obtain a written statement from employees detailing their desired weekly work hours and availability. Employers must notify employees that the written statement can be modified and specify the modification process. Generally, employers must schedule existing employees to work their desired hours before hiring new employees or engaging contractors. Exceptions to this scheduling requirement exist when no existing employees are available, lack necessary qualifications, or scheduling would trigger overtime pay. Existing employees who are not scheduled for their desired hours and work is performed by a new hire, contractor, or subcontractor may be entitled to compensation. An employer is not required to compensate an existing employee if they lack qualifications, scheduling would require overtime, the employer attempted contact and couldn't reach the employee, or the employee was unavailable. The terms 'written' and 'writing' refer to printed or printable communications in physical or electronic form.

What does PROHIBITED ACTS. of S 3547 do?

This section outlines prohibited acts related to employee rights. Employers are prohibited from interfering with, restraining, or denying employees' rights under this title. Retaliation against employees for exercising their rights or opposing unlawful practices is also prohibited. Discrimination against individuals who file charges, initiate proceedings, provide information, or testify related to this title is unlawful. Adverse employment actions, such as discharge, demotion, suspension, or reduction of work hours, are prohibited as retaliation.

What does REMEDIES AND ENFORCEMENT. of S 3547 do?

This section establishes remedies and enforcement mechanisms related to the title. The Secretary is granted 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, to demonstrate compliance. Employees are entitled to copies of these records upon reasonable request. Employers found to violate covered provisions are liable for damages, interest, liquidated damages, and equitable relief. Actions to recover damages can be brought in federal or state court. The court may reduce liquidated damages if the employer proves good faith and reasonable grounds for believing the act was not a violation. The Secretary can receive, investigate, and attempt to resolve complaints of violations, similar to processes under the Fair Labor Standards Act. The Secretary can assess civil penalties for willful violations, ranging from $500 to $1,000 per violation. Actions under this section are generally limited to a two-year statute of limitations, except for willful violations, which have a three-year limitation.

What does REGULATIONS. of S 3547 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 for employees described in section 201(2)(C), using procedures from the Congressional Accountability Act of 1995. The President, Office of Personnel Management, and Comptroller General also have responsibilities to issue regulations within 180 days for specific employee groups. Regulations issued by the Board, President, Office of Personnel Management, and Comptroller General generally mirror those issued by the Secretary, but modifications are permitted for good cause. Consideration of enforcement and remedies provisions under the Family and Medical Leave Act of 1993 and other relevant Acts is required when prescribing regulations.

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Part-Time Worker Bill of Rights Act — S. 3547

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

Author: Elizabeth Warren (D-MA)

TL;DR (AI)

This bill reduces the required employment duration for part-time workers to qualify for Family and Medical Leave Act (FMLA) protections from 12 months and 1,250 hours to 90 days.
Employers are prohibited from discriminating against part-time employees based on the number of hours they work or the expected duration of their employment, regarding compensation, benefits, promotions, and other terms.
Employers must generally schedule existing employees to work their desired hours before hiring new employees or contractors, with exceptions for qualifications, overtime, or unavailability.
The bill establishes remedies and enforcement mechanisms, including investigative authority for the Secretary of Labor, record-keeping requirements, and potential damages for violations.
The Secretary of Labor is required to issue regulations within 180 days of enactment to implement the bill’s provisions.

119th Congressin committeeHR. 6818(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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