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Flexible Work Hours: Option for Time Off Instead of Overtime Pay

This new law allows private sector employees to choose compensatory time off instead of monetary payment for overtime hours. This offers greater flexibility in managing work and personal life, but requires prior agreement between the employee and employer. The law is set to expire after 5 years.
Key points
Employees can choose compensatory time off (1.5 hours for each overtime hour) instead of extra pay for overtime.
A written agreement between the employee and employer is required before an employee can accrue compensatory time.
Employees can accrue up to 160 hours of compensatory time; unused time will be paid out annually.
Employers cannot force employees to choose compensatory time or interfere with their right to use it.
The law will expire 5 years after its enactment.
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Status: Placed on Calendar
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Additional Information
Print number: 119_HR_2870
Sponsor: Rep. Miller, Mary E. [R-IL-15]
Process start date: 2025-04-10
System Note: Lustra is free, publicly auditable civic infrastructure — full source code available on GitHub. You are reading sterilized legislative data, processed by our radical neutrality engine to strip political spin and retain factual mechanics. We process only official government data. Original documents remain the authoritative source—always verify them if you can.
Summarized by: gemini-2.5-flash
Source data: api.congress.gov
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OFFICIAL LEGAL TITLE

Working Families Flexibility Act of 2025

FREQUENTLY ASKED QUESTIONS

What is the official ID of this bill?

The official print number for this legislation is 119_HR_2870.

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 2025-04-10.

What are the main provisions?

Key points include:

  • Employees can choose compensatory time off (1.5 hours for each overtime hour) instead of extra pay for overtime.
  • A written agreement between the employee and employer is required before an employee can accrue compensatory time.
  • Employees can accrue up to 160 hours of compensatory time; unused time will be paid out annually.
  • Employers cannot force employees to choose compensatory time or interfere with their right to use it.
  • The law will expire 5 years after its enactment.
What is the specific legal status?

The current status is Placed on Calendar.

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, Mary E. [R-IL-15].

What is the latest detailed status?

The latest detailed status is: Placed on the Union Calendar, Calendar No. 422.

Is this summary verified?

Yes. This content was analyzed by AI and verified by the Lustra Judge System on 2025-12-22.

What is the impact of this bill?

We don't know—that is up to you to decide. Summarizing raw data with AI is fundamentally different from predicting socio-economic outcomes. As of 2026, we believe impact assessment strictly requires a human in the loop to verify and judge.

CATEGORIES

Labor