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US HB8158
Bill
Status
3/30/2026
Primary Sponsor
Yassamin Ansari
Click for details
AI Summary
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Employers must grant 96 hours of paid leave annually to employees for absences related to reproductive health conditions (menstruation, endometriosis, dysmenorrhea, adenomyosis, polycystic ovary syndrome, menopause, perimenopause) or reproductive health procedures (fertility treatments, pregnancy termination, hysterectomies, vasectomies)
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Applies to employers with 5 or more employees engaged in commerce, including federal agencies, state governments, and congressional offices; leave does not carry over between calendar years and employers cannot require employees to find replacement coverage
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Employers are prohibited from retaliating against employees who use this leave, including discharge, discrimination, using leave as a negative factor in employment decisions, or counting leave under attendance control policies
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Willful violations of notice requirements carry civil fines up to $100 per day; employees may bring civil actions for lost wages, liquidated damages, attorney's fees, and equitable relief such as reinstatement
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Takes effect 6 months after the Secretary of Labor issues implementing regulations, which must be prescribed within 180 days of enactment; collective bargaining agreements receive up to 18 months for compliance
Legislative Description
Reproductive Healthcare Leave Act
Labor and employment
Last Action
Referred to the Committee on Education and Workforce, and in addition to the Committees on Oversight and Government Reform, House Administration, 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.
3/30/2026