What does Preamble of Reproductive Healthcare Leave Act do?

This bill, formally titled 'To allow Americans to receive paid leave time to address symptoms related to reproductive health conditions and reproductive health care procedures,' aims to provide paid leave for Americans experiencing reproductive health conditions or undergoing reproductive health care procedures. The bill was introduced in the House of Representatives on March 30, 2026.

What does SHORT TITLE. of Reproductive Healthcare Leave Act do?

This bill is formally titled the Reproductive Healthcare Leave Act.

What does PURPOSES. of Reproductive Healthcare Leave Act do?

This Act aims to permit individuals in the United States to receive paid leave time. The leave time can be for absences due to physical or mental health conditions. Absences related to reproductive health or obtaining reproductive health care are also covered.

What does PAID LEAVE TIME. of Reproductive Healthcare Leave Act do?

This section establishes a requirement for employers to grant each employee 96 hours of paid leave time annually. Employees may use this paid leave time during the calendar year for reasons outlined in subsection (b). Paid leave time does not carry over from one calendar year to the next. Employers with existing paid leave policies that meet specific criteria are exempt from granting additional leave under this section. Employers cannot require employees to find replacement workers as a condition for using paid leave. Paid leave time can be used for medical or surgical procedures related to human reproductive health, including menstruation, endometriosis, and fertility treatments. Employees can request paid leave time orally or in writing, specifying the expected duration and providing the request as soon as practicable.

What does NOTICE REQUIREMENT. of Reproductive Healthcare Leave Act do?

This section establishes a notice requirement for employers. Employers must notify employees and include information in employee handbooks. Employers must post a notice containing excerpts or summaries of the Act's provisions. The notice must include information on paid leave time, filing actions, employee protections, and contact information for the Secretary or another authority. The notice must be posted in a conspicuous place and in employee handbooks. Willful violation of these notice requirements can result in a civil fine of up to $100 per day.

What does PROHIBITED ACTS. of Reproductive Healthcare Leave Act do?

This section outlines prohibited acts related to rights provided under the Act. Employers are prohibited from interfering with, restraining, or denying the exercise of rights under the Act, including discharging or discriminating against individuals for exercising those rights. Using paid leave time as a negative factor in employment actions, such as hiring or disciplinary actions, is also prohibited. Employers cannot discriminate against individuals for opposing practices made unlawful by the Act. Discrimination against individuals who have filed actions, given information, or testified related to the Act is also prohibited. This section clarifies that it does not alter or limit the scope of activities prohibited by sections 105 of the Family and Medical Leave Act of 1993 and the Civil Rights Act of 1964.

What does ENFORCEMENT AUTHORITY. of Reproductive Healthcare Leave Act do?

This section establishes enforcement authority for the Act, referencing the Fair Labor Standards Act of 1938 for investigative authority and record-keeping requirements. Employees or individuals may bring a civil action in federal or state court to recover damages and equitable relief for violations of section 5. The Secretary can bring a civil action to recover damages and may attempt to resolve complaints of violations in a manner similar to how they handle complaints under the Fair Labor Standards Act. Actions may be brought within two years of the last event constituting a violation, or three years for willful violations. States waive sovereign immunity for suits brought under this Act related to programs or activities receiving federal financial assistance. The Solicitor of Labor may represent the Secretary in litigation. The Government Accountability Office's authority is exercised by the Comptroller General of the United States.

What does AUTHORIZATION OF APPROPRIATIONS FOR EDUCATION AND OUTREACH. of Reproductive Healthcare Leave Act do?

This section authorizes appropriations to the Secretary of Labor. The funds are intended for a public awareness campaign. The campaign aims to educate and inform the public about paid leave requirements established by this Act.

What does EFFECT ON OTHER LAWS. of Reproductive Healthcare Leave Act do?

This section clarifies that the Act does not modify or affect federal or state antidiscrimination laws. The Act is not to be construed as modifying laws prohibiting discrimination based on race, religion, color, national origin, sex, age, or disability. The Act does not supersede any federal, state, or local law providing greater paid or unpaid family or medical leave rights than those established by the Act.

What does EFFECT ON EXISTING EMPLOYMENT BENEFITS. of Reproductive Healthcare Leave Act do?

This section addresses the effect of the Act on existing employment benefits. The Act does not diminish an employer's obligation to comply with contracts, collective bargaining agreements, or benefit programs that provide greater leave rights than those established by the Act. The rights established by this Act cannot be diminished by any contract, collective bargaining agreement, or employment benefit program or plan.

Back to bills

Reproductive Healthcare Leave Act

Last updated: 3/30/2026 · Introduced: 3/30/2026

Author: Yassamin Ansari (D-AZ)

TL;DR (AI)

This bill establishes a requirement for most employers to provide employees with 96 hours of paid leave annually for reproductive health conditions or procedures, such as menstruation, endometriosis, and fertility treatments.
Employers must notify employees about their rights under the Act, including information on paid leave time and how to file complaints, through postings and employee handbooks.
The Act prohibits employers from interfering with employees' right to use paid leave, including discrimination or retaliation for doing so.
The Secretary of Labor is authorized to conduct investigations, resolve complaints, and bring civil actions to enforce the Act's provisions.
The bill encourages employers to offer more generous leave policies than those mandated by the Act and does not diminish existing employment benefits or contracts that provide greater leave rights.

119th Congressin committeeOfficial page

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