A Republican bill with 5 Republican cosponsors · See all 5 cosponsors
Last activity — Read twice and referred to the Committee on Health, Education, Labor, and Pensions.
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 ``Working Families Flexibility Act of 2025'' seeks to amend the Fair Labor Standards Act of 1938. This amendment would allow private sector employees to receive compensatory time off instead of monetary overtime pay. To receive this, employees must have worked at least 1,000 hours for the employer during a continuous 12-month period. The bill outlines specific conditions for agreements, accrual limits, and required compensation rates. It also includes protections against employer intimidation and establishes remedies for violations. Finally, the Act includes a sunset provision that expires the changes five years after enactment.
Yes· 3 of 7
- Scored +2
Would business owners be better off under this?
The bill allows employers to offer compensatory time instead of immediate cash outflows for overtime.
- Scored +2
Does this make what the government does easier for the public to see?
The bill requires a GAO report to provide data on the impact and enforcement of the new rules.
- Scored +2
Does this strengthen the rights of workers to organise?
The bill maintains existing protections for union-negotiated compensatory time arrangements.
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: Employees may receive compensatory time off at a rate of at least one and one-half hours for each hour of overtime worked, providing an alternative to cash payments (Section 2, paragraph 1).
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Employee Choice and Control: For employees not represented by a labor organization, the agreement to receive compensatory time must be made knowingly and voluntarily, and it cannot be a condition of employment (Section 2, paragraph 2, B).
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Ability to Revert to Cash: Employees have the right to withdraw their agreement to receive compensatory time at any time and can request in writing to be paid monetary compensation for all accrued time (Section 2, paragraph 3, E).
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Protection Against Coercion: The law prohibits employers from using intimidation, 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, paragraph 4).
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Financial Security upon Leaving a Job: If an employee leaves their job, whether voluntarily or involuntarily, the employer must pay them for any unused compensatory time (Section 2, paragraph 5).
Potential Negative Impacts for People
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Accrual Limitations: There is a cap on how much compensatory time an employee can accumulate, with a limit of 160 hours (Section 2, paragraph 3, A).
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Strict Eligibility Requirements: Employees are not eligible to receive compensatory time unless they have worked at least 1,000 hours for the employer during a continuous 12-month period (Section 2, paragraph 2).
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Restriction on Time Usage: An employer can choose to permit the use of compensatory time only if the request does not unduly disrupt the operations of the business (Section 2, paragraph 7).
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Limited Duration of Law: The Act and its amendments are set to expire five years after the date of enactment (Section 6).
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 business owners be better off under this? — The bill allows employers to offer compensatory time instead of immediate cash outflows for overtime. Would households on low incomes be better off under this? — The bill may benefit lower-income workers by providing more flexibility in how overtime is compensated. Would middle-income households be better off under this? — The bill provides flexibility for workers to choose time off instead of immediate cash. Would union members be better off under this? — The bill provides new flexibility options that can be incorporated into labor-management dynamics.
- Governance And Ideology
- Does this make what the government does easier for the public to see? — The bill requires a GAO report to provide data on the impact and enforcement of the new rules. Does this protect the right to fair treatment by the courts? — The bill provides legal remedies and liquidated damages for employees whose rights are violated.
- Economy And Finance
- Does this strengthen the rights of workers to organise? — The bill maintains existing protections for union-negotiated compensatory time arrangements.
- 3/10/2026
- 1 Cosponsor added.
- 3/26/2025
- Read twice and referred to the Committee on Health, Education, Labor, and Pensions.
- 4 Cosponsors added.
- Introduced in Senate
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.
Marsha BlackburnRepublican · Tennessee
John BarrassoRepublican · Wyoming
Shelley CapitoRepublican · West Virginia
Kevin CramerRepublican · North Dakota
James LankfordRepublican · Oklahoma