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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.
article Official text account_balance Process page
Introduced
Citizen Poll
No votes cast
Additional Information
Print number: 119_HR_2870
Sponsor: Rep. Miller, Mary E. [R-IL-15]
Process start date: 2025-04-10
Lustra uses Artificial Intelligence. Verify details in source documents.
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 Introduced.

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: Ordered to be Reported (Amended) by the Yeas and Nays: 19 - 15.

Is this summary verified?

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

CATEGORIES

Labor