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Healthy Families Act

H.R. 3409 Rep. ROSA DELAURO (D-CT-3) In committee
Bill text PDF
  1. Introduced May 17
  2. Committee May 17
  3. Passed House Next
  4. Passed Senate Not yet
  5. To President Not yet
  6. Law Not yet
Where it stands
In committee, May 17, 2023Next: House vote
1260d ago May 17, 2023: Referred to the Committee on Education and the Workforce, and in addition to the Committees on House Administration, and Oversight and Accountability, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.
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No roll callsNo recorded vote on this bill yet
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Summary

The Healthy Families Act requires employers to provide employees with paid sick time for their own or family members' health needs, with specific rules for earning, using, and carrying over that time. It also sets notice requirements, prohibits employer interference, and establishes enforcement mechanisms.

Sec. 2, Definitions: This section defines key terms used in the bill, including 'child' (covering biological, foster, adopted, stepchildren, and others), 'domestic partner' (a committed relationship between two adults, including same-sex relationships recognized by a state), 'domestic violence' (as defined in the Violence Against Women Act, including dating violence), 'employee' (various categories including those under the Fair Labor Standards Act, government employees, and railroad workers), and 'employer' (covering various entities including private employers and government agencies).

Sec. 3, Earned Paid Sick Time: Employers must provide at least 1 hour of paid sick time for every 30 hours worked, up to 56 hours per year. Exempt employees are deemed to work 40 hours per week unless their normal workweek is shorter. Smaller employers may provide unpaid sick time instead. Employees begin earning sick time at employment start and can use it after 60 days. Unused time carries over year to year, but employers are not required to pay out unused time upon separation. If an employee is rehired within 12 months, previously earned sick time is reinstated. Employers cannot require employees to find replacements when using sick time.

Sec. 4, Notice Requirement: Employers must notify employees about available paid sick time, how to file an action, notice requirements for foreseeable absences, and protections for exercising rights. This information must be in employee handbooks and posted conspicuously. Willful violation of the posting requirement carries a fine of up to $100 per offense.

Sec. 5, Prohibited Acts: It is unlawful for employers to interfere with, restrain, or deny the exercise of rights under this Act, including discharging or discriminating against employees for using sick time, using sick time as a negative factor in employment actions, or counting sick time under no-fault attendance policies. Discrimination against individuals opposing unlawful practices or participating in proceedings is also prohibited.

Sec. 6, Enforcement Authority: The Secretary of Labor has investigative authority to ensure compliance, including subpoena power. Employees or individuals can bring civil actions for damages (including lost wages, interest, and liquidated damages) and equitable relief. The Secretary can also investigate complaints and bring civil actions. Reasonable attorney's fees and costs are awarded to prevailing plaintiffs.

Sec. 7, Education and Outreach: The Secretary may conduct a public awareness campaign to educate the public about paid sick time requirements, with authorized appropriations as necessary.

Sec. 8, Collection of Data on Paid Sick Time and Further Study: The Commissioner of Labor Statistics must annually compile data on paid and unpaid sick time by occupation and establishment type. The Comptroller General must conduct a study within 5 years evaluating implementation, including access, awareness, and employer experiences, broken down by race, ethnicity, gender, and occupation. A report on rail carrier enforcement is due within 3 years.

Sec. 9, Effect on Other Laws: The Act does not modify federal or state antidiscrimination laws. It does not supersede state or local laws that provide greater paid sick time or leave rights.

Sec. 10, Effect on Existing Employment Benefits: The Act does not diminish obligations under contracts or collective bargaining agreements that provide greater leave rights. The rights established under this Act cannot be diminished by any contract or agreement.

Sec. 11, Encouragement of More Generous Leave Policies: The Act does not discourage employers from adopting or retaining leave policies more generous than its requirements.

Sec. 12, Regulations: The Secretary must prescribe regulations within 180 days of enactment. The Comptroller General and Librarian of Congress prescribe regulations for their respective employees. The Board of Directors of the Office of Compliance, the President, and the Director of the Office of Personnel Management prescribe regulations for other covered employees, generally following the Secretary's regulations unless modifications are more effective.

Sec. 13, Effective Dates: The Act takes effect 6 months after regulations are issued. For collective bargaining agreements in effect on that date, the Act takes effect upon termination of the agreement, any amendment, or 18 months after regulation issuance, whichever is earlier.

Summary of the bill text as introduced in House (May 17, 2023), generated by SecBot from the official bill text; the Library of Congress summary is not yet published.

Official record from Congress.gov, the House Clerk and the Senate; lobbying from Lobbying Disclosure Act filings. Updated Oct 27, 2026.