Part-time workers gain federal leave protections and right to sue employers
H.R. 6818 — Part-Time Worker Bill of Rights Act · Filed by Jan Schakowsky (D-IL) · 34 cosponsors · Introduced Dec 17, 2025 · Referred to committee
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What it does
This bill extends family and medical leave protections and workplace equality rights to part-time workers, who are currently excluded or limited under federal law. It creates a private right of action allowing workers to sue employers for violations, recover lost wages and benefits plus liquidated damages, and requires employers to pay workers' attorney fees. The bill also establishes administrative enforcement through the Department of Labor with civil penalties ranging from $500–$5,000 per willful violation.
Why we flagged it
The bill's core mechanism is extending existing family and medical leave rights to a previously excluded class (part-time workers) and creating enforceable remedies. This is a straightforward labor-standards expansion, not a carve-out, subsidy, or deregulation.
What the text implies
- The bill applies to federal employees, congressional staff, and GAO employees through separate regulatory pathways (Congressional Accountability Act, chapter 5 of title 3, chapter 63 of title 5), potentially creating inconsistent enforcement standards across government sectors.
- The 3-year statute of limitations for willful violations (vs. 2 years for other violations) may incentivize employers to characterize violations as non-willful to reduce exposure, creating litigation risk around intent standards.
The full analysis lists 4 implications of this text.
Who it affects
Part-time workers gain enforceable legal protections for family and medical leave that were previously unavailable or limited to full-time employees, with meaningful remedies (damages, attorney fees, reinstatement) and dual enforcement pathways (private lawsuit and government action). The bill does not restrict workers' existing rights or remedies.