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Flexible Work: Overtime Compensation Options for Private Employees

This new law allows private sector employees to choose compensatory time off instead of monetary payment for overtime hours. Employees can accrue up to 160 hours of comp time, which must be paid out if unused by year-end. The act aims to provide greater flexibility in managing work-life balance.
Key points
Choice Option: Employees can choose to receive 1.5 hours of compensatory time off for each hour of overtime worked, instead of overtime pay.
Agreement Conditions: Comp time must be agreed upon voluntarily by the employee in writing, and cannot be a condition of employment.
Hour Limit: Employees can accrue up to 160 hours of compensatory time. Unused hours must be paid out by January 31 of the following year.
Employee Protection: Employers are prohibited from intimidating or coercing employees regarding their choice of overtime compensation.
Payment upon Termination: Any unused compensatory time must be paid out to the employee upon termination of employment.
The Act 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_S_1158
Sponsor: Sen. Lee, Mike [R-UT]
Process start date: 2025-03-26
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_S_1158.

Which chamber initiated this legislation?

This legislation was initiated in the Senate.

When did the legislative process begin?

The process officially started on 2025-03-26.

What are the main provisions?

Key points include:

  • Choice Option: Employees can choose to receive 1.5 hours of compensatory time off for each hour of overtime worked, instead of overtime pay.
  • Agreement Conditions: Comp time must be agreed upon voluntarily by the employee in writing, and cannot be a condition of employment.
  • Hour Limit: Employees can accrue up to 160 hours of compensatory time. Unused hours must be paid out by January 31 of the following year.
  • Employee Protection: Employers are prohibited from intimidating or coercing employees regarding their choice of overtime compensation.
  • Payment upon Termination: Any unused compensatory time must be paid out to the employee upon termination of employment.
  • The Act 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 Sen. Lee, Mike [R-UT].

What is the latest detailed status?

The latest detailed status is: Introduced in Senate

Is this summary verified?

Yes. This content was analyzed by AI and verified by the Lustra Judge System on 2025-12-23.

CATEGORIES

Labor