A Democratic bill with 54 Democratic cosponsors · See all 54 cosponsors
Last activity — Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, Oversight and Government Reform, and the Judiciary, 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.
In committee
Introduced and handed to a committee in the chamber it started in.
The committee holds it, and most bills are never heard from again. A hearing or a committee vote would be news; silence is the usual outcome, and it kills the bill without anyone voting against it.
Its path through Congress
- Introduced
- In Committee
What this bill would do
The "Schedules That Work Act" is designed to give employees more control over their work hours and more predictable schedules. It allows employees to request changes to their terms of employment, such as shift times or the number of hours worked. For certain employees, employers must provide schedules at least 14 days in advance and pay "predictability pay" for last-minute changes. The bill also establishes requirements for rest between shifts and pay for split shifts. It includes protections against employer retaliation for exercising these new rights.
Yes· 3 of 11
- Scored +5
Would households on low incomes be better off under this?
The act specifically targets sectors and scheduling practices that disproportionately impact low-income workers.
- Scored +4
Would women be better off under this?
Increased schedule flexibility and stability support women in their roles as primary or co-breadwinners and caregivers.
- Scored +4
Does this make child care cost less?
Increased schedule stability helps parents maintain more stable childcare arrangements.
The opposite
- Scored -4
Would business owners be better off under this?
Business owners must implement costly notice periods, predictability pay, and split-shift pay.
- Scored -3
Does this make it easier to run a small business?
Employers face increased administrative burdens and costs due to predictability pay and notice requirements.
Who it would affect, and how
Potential Positive Impacts for People
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Increased Schedule Predictability: Covered sector employees must receive their work schedules at least 14 days in advance, which helps people plan their lives (Section 4(a)(1)(A)).
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Financial Protection for Schedule Changes: Employers must provide "predictability pay" if they change a schedule with less than 14 days' notice, helping workers avoid unexpected disruptions (Section 4(b)).
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Greater Flexibility for Personal Needs: Employers are required to grant schedule change requests related to serious health conditions, caregiving responsibilities, education, or other jobs, unless there is a "bona fide business reason" (Section 3(c)).
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Improved Rest and Well-being: The Act allows employees to decline shifts that occur less than 11 hours after a previous shift, promoting better rest (Section 5(a)).
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Protection for Caregivers: The bill defines caregivers broadly to include those looking after children or family members with serious health conditions, supporting those with family responsibilities (Section 2(3)).
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Legal Recourse for Workers: Employees have the right to bring civil actions against employers who violate the Act's provisions regarding notice, rest, or schedule changes (Section 7(b)).
Potential Negative Impacts for People
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Limits on Employer Discretion: Employers may deny schedule requests that are not related to specific protected reasons, such as health or caregiving, for any reason that is not unlawful (Section 3(d)).
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Potential for Business Disruptions: Employers can deny requests for schedule changes if they have a "bona fide business reason," such as increased costs or a significant inability to meet organizational needs (Section 2(1)).
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Exceptions to Pay Requirements: Employers are not required to pay predictability pay if a schedule change results from a mutually agreed-upon shift trade between employees or certain emergencies like natural disasters (Section 4(b)(2)).
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Workplace Disputes: The bill allows for legal actions and investigations, which could lead to litigation between employers and employees (Section 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 households on low incomes be better off under this? — The act specifically targets sectors and scheduling practices that disproportionately impact low-income workers. Would women be better off under this? — Increased schedule flexibility and stability support women in their roles as primary or co-breadwinners and caregivers. Would Black Americans be better off under this? — The bill addresses racial gaps in job quality by stabilizing schedules that disproportionately affect workers of color. Would Hispanic Americans be better off under this? — The bill provides stability to workers of color who are more likely to face unpredictable schedules. Would people in their twenties and thirties be better off under this? — Predictable schedules provide more stability for young workers balancing education or other jobs. Would middle-income households be better off under this? — Stable schedules assist middle-income workers in planning family and personal responsibilities. Would union members be better off under this? — The bill supplements worker protections without preempting existing collective bargaining agreements. Would business owners be better off under this? — Business owners must implement costly notice periods, predictability pay, and split-shift pay.
- Social Issues And Justice
- Does this make child care cost less? — Increased schedule stability helps parents maintain more stable childcare arrangements. Is this likely to lift people out of poverty? — Predictable schedules and required pay for changes help protect worker income and reduce economic hardship.
- Economy And Finance
- Does this strengthen the rights of workers to organise? — The bill includes provisions that do not diminish existing collective bargaining rights. Does this make it easier to run a small business? — Employers face increased administrative burdens and costs due to predictability pay and notice requirements.
- Governance And Ideology
- Does this make what the government does easier for the public to see? — The bill requires employers to provide written notifications and maintain transparent pay stubs regarding additional pay.
- 8/24/2026
- 1 Cosponsor added.
- 7/22/2026
- 1 Cosponsor added.
- 6/29/2026
- 1 Cosponsor added.
- 4/14/2026
- 1 Cosponsor added.
- 3/17/2026
- 1 Cosponsor added.
- 2/12/2026
- 1 Cosponsor added.
- 2/10/2026
- 1 Cosponsor added.
- 1/22/2026
- 1 Cosponsor added.
- 12/17/2025
- Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, Oversight and Government Reform, and the Judiciary, 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.
- 46 Cosponsors added.
- Introduced in House
Alma AdamsDemocrat · North Carolina
Yassamin AnsariDemocrat · Arizona
Suzanne BonamiciDemocrat · Oregon
Joyce BeattyDemocrat · Ohio
Nikki BudzinskiDemocrat · Illinois
Emanuel CleaverDemocrat · Missouri
André CarsonDemocrat · Indiana
Judy ChuDemocrat · California
Greg CasarDemocrat · Texas
Danny DavisDemocrat · Illinois
Lloyd DoggettDemocrat · Texas
Christopher DeluzioDemocrat · Pennsylvania
Mark DeSaulnierDemocrat · California
Debbie DingellDemocrat · Michigan
Dwight EvansDemocrat · Pennsylvania
Maxwell FrostDemocrat · Florida
Valerie FousheeDemocrat · North Carolina
Jesús GarcíaDemocrat · Illinois
Robert GarciaDemocrat · California
Daniel GoldmanDemocrat · New York
Adelita GrijalvaDemocrat · Arizona
Pramila JayapalDemocrat · Washington
Raja KrishnamoorthiDemocrat · Illinois
Zoe LofgrenDemocrat · California
John LarsonDemocrat · Connecticut
Stephen LynchDemocrat · Massachusetts
Ted LieuDemocrat · California
Summer LeeDemocrat · Pennsylvania
James McGovernDemocrat · Massachusetts
Betty McCollumDemocrat · Minnesota
Gwen MooreDemocrat · Wisconsin
Grace MengDemocrat · New York
Seth MagazinerDemocrat · Rhode Island
Jennifer McClellanDemocrat · Virginia
Jerrold NadlerDemocrat · New York
Eleanor NortonDemocrat · District of Columbia
Donald NorcrossDemocrat · New Jersey
Alexandria Ocasio-CortezDemocrat · New York
Ilhan OmarDemocrat · Minnesota
Chellie PingreeDemocrat · Maine
Mark PocanDemocrat · Wisconsin
Deborah RossDemocrat · North Carolina
Delia RamirezDemocrat · Illinois
Janice SchakowskyDemocrat · Illinois
Andrea SalinasDemocrat · Oregon
Lateefah SimonDemocrat · California
Bennie ThompsonDemocrat · Mississippi
Mark TakanoDemocrat · California
Rashida TlaibDemocrat · Michigan
Jill TokudaDemocrat · Hawaii
Shri ThanedarDemocrat · Michigan
Lauren UnderwoodDemocrat · Illinois
Nikema WilliamsDemocrat · Georgia
Frederica WilsonDemocrat · Florida