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Flexible Workplaces: New Rules for Leave and Schedules

This act introduces voluntary flexible workplace plans that employers can offer. These plans include new rules for paid leave and flexible work schedules, such as telework or compressed workweeks. The goal is to help employees balance work and personal life while ensuring their rights are protected.
Key points
Employers can offer flexible workplace plans that include paid leave and various flexible scheduling options.
Minimum paid leave days depend on company size and years of service, with options for carrying over unused leave.
Flexible work options like telework, job sharing, or flexible scheduling are voluntary for employees.
Employees using flexible options retain the right to return to their position or an equivalent one after leave.
The act does not alter existing disability rights or family and medical leave provisions.
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Status:
Expired
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Additional Information
Workflex in the 21st Century Act
Print number: HR 4248
Sponsor: Rep. Miller-Meeks, Mariannette [R-IA-2]
Process start date: 2021-06-30
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Summarized by: gemini-2.5-flash-preview-05-20
Source data: api.congress.gov
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Summary & Status

Key Questions about Flexible Workplaces: New Rules for Leave and Schedules

A structured overview of the legislative process, official sources, status and civic context.

What is the official ID of this bill?

The official print number for this legislation is HR 4248.

Which chamber initiated this legislation?

This legislation was initiated in the House of Representatives.

When did the legislative process begin?

The process officially started on 2021-06-30.

What are the main provisions?

Key points include:

  • Employers can offer flexible workplace plans that include paid leave and various flexible scheduling options.
  • Minimum paid leave days depend on company size and years of service, with options for carrying over unused leave.
  • Flexible work options like telework, job sharing, or flexible scheduling are voluntary for employees.
  • Employees using flexible options retain the right to return to their position or an equivalent one after leave.
  • The act does not alter existing disability rights or family and medical leave provisions.

What is the specific legal status?

The current status is Expired.

Where can I read the full text of this legislation?

The full official text is available at: View full text

Who is the primary sponsor?

The primary sponsor is Rep. Miller-Meeks, Mariannette [R-IA-2].

What is the latest detailed status?

The latest detailed status is: Referred to the House Committee on Education and Labor.

Is this summary verified?

Yes. This content was analyzed by AI and verified by the Lustra Judge System on 2025-12-28.

Analysis and Potential Impact of HR 4248

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Labor Family