Mary Miller (R-IL)
Working Families Flexibility Act of 2025
A Republican bill with no cosponsors
Last activity — Placed on the Union Calendar, Calendar No. 422.
Cleared committee, waiting for its first floor vote
A committee approved it and it is on the calendar of the chamber it started in.
This is further than most bills get, and still no promise of a vote: the calendar is a queue, and the majority leadership decides what is called. A bill can sit here until the Congress ends.
Its path through Congress
- Introduced
- On Calendar
What this bill would do
This bill, titled the "Working Families Flexibility Act of 2025," proposes amendments to the Fair Labor Standards Act of 1938. It aims to allow certain private-sector employees to receive compensatory time off instead of monetary overtime pay. To be eligible, employees must not work for a public agency and must have worked at least 1,000 hours for their employer during a continuous 12-month period. The law establishes specific conditions for agreements between employers and employees or labor organizations. It also sets limits on how much time can be accrued and how it must be compensated if unused.
Yes· 3 of 4
- Scored +3
Would middle-income households be better off under this?
The bill provides increased flexibility for middle-class private sector employees to manage their time and compensation.
- Scored +3
Would union members be better off under this?
The bill reinforces existing labor frameworks by allowing compensatory time through collective bargaining.
- Scored +2
Would business owners be better off under this?
Employers benefit from the ability to provide compensatory time instead of direct cash overtime payments.
The opposite
No question was scored the opposite.
Who it would affect, and how
Potential Positive Impacts for People
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Flexibility in Compensation: Eligible employees may choose to receive compensatory time off at a rate of at least one and one-half hours for every hour of overtime worked, rather than receiving cash payments (Section 2, subsection (t)(1)(A)).
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Employee Protections against Intimidation: The bill prohibits employers from using threats or coercion to interfere with an employee's right to request or decline compensatory time, or to force them to use it (Section 2, subsection (t)(4)).
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Right to Withdraw or Request Cash: Employees who have an agreement can submit a written request at any time to withdraw from the agreement or to ask for monetary compensation for their accrued time (Section 2, subsection (t)(3)(E)).
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Protection of Accrued Value: Upon the termination of employment, whether voluntary or involuntary, employees are entitled to be paid for any unused accrued compensatory time (Section 2, subsection (t)(5)).
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Legal Remedies for Violations: If an employer violates the rules regarding intimidation or coercion, they may be liable for the rate of compensation plus an additional amount in liquidated damages (Section 3).
Potential Negative Impacts for People
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Accrual Limits: There is a cap on how much compensatory time an employee can accumulate, which is a maximum of 160 hours (Section 2, subsection (t)(3)(A)).
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Restrictions on Eligibility: Only employees who have worked at least 1,000 hours during a continuous 12-month period are eligible to participate in this program (Section 2, subsection (t)(1)(B)(ii)).
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Employer Ability to Stop Policy: An employer can choose to stop offering compensatory time by giving employees a 30-day notice, provided they pay out any accrued, unused time (Section 2, subsection (t)(3)(D)).
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Potential Disruption of Time Use: An employer is permitted to limit the use of requested compensatory time if the employee's absence would unduly disrupt the employer's operations (Section 2, subsection (t)(7)).
Groups and Interests Ranking
Every group the model scored this bill for, from -10 to +10. Tap or hover a score for the reason it gave.
- Demographic And Interest Groups
- Would middle-income households be better off under this? — The bill provides increased flexibility for middle-class private sector employees to manage their time and compensation. Would union members be better off under this? — The bill reinforces existing labor frameworks by allowing compensatory time through collective bargaining. Would business owners be better off under this? — Employers benefit from the ability to provide compensatory time instead of direct cash overtime payments.
- Economy And Finance
- Does this strengthen the rights of workers to organise? — The bill allows for compensatory time through collective bargaining agreements, which supports union-negotiated benefits.
- 2/12/2026
- Reported (Amended) by the Committee on Education and Workforce. H. Rept. 119-496.
- Placed on the Union Calendar, Calendar No. 422.
- 11/20/2025
- Committee Consideration and Mark-up Session Held
- Ordered to be Reported (Amended) by the Yeas and Nays: 19 - 15.
- 4/10/2025
- Referred to the House Committee on Education and Workforce.
- Introduced in House
One bill Congress.gov lists as related to this one — companions in the other chamber, earlier versions, and bills this one absorbed or was folded into.