The True Shutdown Fairness Act requires U.S. government agencies to pay standard wages, benefits, and allowances to covered employees (including contract workers, military members on active duty, and furloughed staff) during a government shutdown beginning October 1, 2025. It mandates agencies to adjust contract prices for contractors who incurred costs compensating furloughed workers or restoring paid leave during the shutdown. The bill also prohibits agencies from implementing layoffs or placing employees in administrative leave for more than 10 work days during the shutdown period. These provisions apply retroactively to shutdowns starting September 30, 2025, and fund the payments through existing Treasury appropriations.
This bill creates a new federal tax deduction for cash tips received by workers in occupations that traditionally accept tips (like servers, barbers, and nail technicians) on or before December 31, 2023. It allows a deduction of up to $25,000 per year for tips reported to employers, excluding employees earning over $250,000 from the same employer in the prior year. The Treasury must publish a list of qualifying occupations within 90 days, and the deduction applies to all taxpayers (not just itemizers). The changes take effect for tax years beginning after December 31, 2024.
The TEENS Act amends child labor rules to allow teenagers working during school sessions to work up to 24 hours per week, with specific time restrictions. It directly affects teen workers in part-time jobs, setting a maximum weekly hour limit and requiring work to start no earlier than 7:00 a.m. and end no later than 9:00 p.m. in their local time zone. These provisions prevent employers from being deemed in violation of "oppressive child labor" rules under the Fair Labor Standards Act when following these limits. The bill creates a clear, time-bound framework for teen work hours during school terms.
HR 3367, the "Improving Training for School Food Service Workers Act of 2025," requires school food service workers in public schools to receive mandatory training during paid working hours. The bill mandates that training must be offered in-person when appropriate, include hands-on practice, and cost workers nothing. If training occurs outside regular hours, workers must be paid at their regular rate (including overtime), consulted about scheduling, and protected from penalties for not attending. This law amends the Child Nutrition Act of 1966 and does not override existing state or local labor laws governing employer-employee relationships.
Protecting Employees and Retirees in Business Bankruptcies Act of 2025 This bill establishes limits on executive compensation and provides protections for employee wages and benefits if an employer files for Chapter 11 (reorganization) bankruptcy. First, the bill increases the limit on claims for wages, salaries, other employee benefits, and commissions from $10,000 to $20,000 and eliminates the requirement that such claims must have been earned within 180 days before the filing of the bankruptcy petition. The bill grants certain claims higher priority in the bankruptcy process, including specific types of severance pay; contributions to an employee benefit plan; back pay, civil penalties, or damages arising from certain labor law violations; and certain pension plan withdrawal liabilities. The bill also limits executive compensation under a reorganization plan. For example, insiders (parties with close relationships to the debtor), senior executives, and others as specified by the bill may only receive payments or other distributions that are generally applicable to all full-time employees, subject to certain limits. The bill further restricts the compensation of any insider who continues to be employed by the debtor. A reorganization plan may only be approved if it provides for the recovery of claims relating to retiree benefits or for other financial returns paid under the plan. The bill also provides protections for collective bargaining agreements (CBAs) during bankruptcy proceedings. If a proceeding resulting from a CBA was or could have been commenced before the bankruptcy, the bankruptcy does not act as a stay in such a proceeding.
The Domestic Workers Bill of Rights Act (HR 3971) would establish key labor protections for domestic workers, including nannies, housekeepers, and caregivers who work in private homes. The bill requires written agreements for workers employed 8+ hours per week, provides earned sick days (1 hour for every 30 hours worked), mandates fair scheduling practices with 72-hour notice for schedule changes, and extends overtime protections to live-in domestic employees. It also prohibits unfair wage deductions, guarantees meal and rest breaks, and ensures privacy protections including no monitoring in private living spaces. The bill directly affects approximately 2.2 million domestic workers across the U.S., who are disproportionately women of color and immigrants. Enforcement would be handled by the Department of Labor through new complaint resolution mechanisms and oversight.
This bill amends the Fair Labor Standards Act to create child labor exemptions for specific logging work. It allows 16- and 17-year-olds to work in mechanized timber harvesting operations (like felling, processing, and transporting timber using machinery) that the Secretary of Labor deems particularly hazardous, provided the employer is not owned or operated by a parent or guardian. The exemption applies to jobs involving equipment such as feller-bunchers, forwarders, and whole tree processors, but excludes children working for non-family-owned logging businesses. It does not create new career programs but modifies existing child labor restrictions for certain logging occupations.
HR 3118, the "No Tax on Overtime Act," creates a new tax deduction for workers who earn overtime pay under the Fair Labor Standards Act (FLSA). It allows taxpayers to deduct up to $100 per 100 hours of overtime (capped at 300 hours yearly) from their taxable income, with a phaseout for higher earners ($100 reduction for every $1,000 over $100,000 AGI). Employers must report overtime amounts on W-2 forms, and taxpayers must include the recipient’s Social Security number to claim the deduction. The deduction applies to tax years beginning after December 31, 2024.
This bill modifies the Family and Medical Leave Act (FMLA) to extend eligibility to school support staff, including paraprofessionals, cafeteria workers, bus drivers, and clerical staff. It allows these employees to qualify for FMLA leave if they work 60% of their expected monthly hours (instead of the standard 1,250 hours), based on their school’s assigned schedule. Employers must maintain records of expected hours for each staff member. The change directly benefits part-time and seasonal education support staff who previously faced barriers to FMLA coverage.
This bill establishes a voluntary federal certification program recognizing employers that meet specific family-friendly workplace standards. To qualify, employers must offer paid family leave (at least 12 weeks annually for reasons like childbirth, adoption, or caring for sick family members), paid sick days separate from other leave, fertility/adoption assistance, child care subsidies, flexible scheduling after parental leave, remote work options when feasible, and lactation support. The program, administered by the Secretary of Labor, would certify employers demonstrating these policies through a submitted application. The certification aims to publicly recognize companies supporting employees in balancing work and family responsibilities.
