H.R. 6880

[Congressional Bills 119th Congress]
[From the U.S. Government Publishing Office]
[H.R. 6880 Introduced in House (IH)]

<DOC>

119th CONGRESS
1st Session
H. R. 6880

To direct the Secretary of Labor to recognize employers with a 
commitment to helping employees balance workplace responsibilities and 
family obligations.

_______________________________________________________________________

IN THE HOUSE OF REPRESENTATIVES

December 18, 2025

Ms. Meng (for herself, Ms. Norton, Ms. Tlaib, and Ms. Velazquez) 
introduced the following bill; which was referred to the Committee on 
Education and Workforce

_______________________________________________________________________

A BILL

To direct the Secretary of Labor to recognize employers with a 
commitment to helping employees balance workplace responsibilities and 
family obligations.

Be it enacted by the Senate and House of Representatives of the 
United States of America in Congress assembled,

SECTION 1. SHORT TITLE.

This Act may be cited as the ``Honoring Family-Friendly Workplaces 
Act''.

SEC. 2. DEFINITIONS.

In this Act:
(1) Employee; employer.--The terms ``employee'' and 
``employer'' have the meanings given such terms in section 3 of 
the Fair Labor Standards Act of 1938 (29 U.S.C. 203).
(2) Secretary.--The term ``Secretary'' means the Secretary 
of Labor.

SEC. 3. CERTIFICATION PROGRAM ESTABLISHED.

(a) In General.--The Secretary shall establish a national 
certification program to award certifications to recognize employers 
that have a commitment to helping employees balance employment 
responsibilities and family obligations (referred to in this section as 
``family-friendly certifications'').
(b) Criteria for Certification.--In order to be eligible to receive 
a family-friendly certification, an employer must carry out each of the 
following family-friendly employment policies and benefits:
(1) Assistance paying for, or referring employees to, 
fertility or adoption services.
(2) Paid family leave of not less than 12 weeks per year, 
including the option to use leave for any of the following 
reasons:
(A) The birth of a child of the employee and in 
order to care for such child.
(B) The placement of a child with the employee for 
adoption or foster care.
(C) To address the employee's own serious health 
condition, including pregnancy, childbirth, or 
pregnancy loss.
(D) To address the serious health condition (as 
defined in section 101 of the Family and Medical Leave 
Act of 1993 (29 U.S.C. 2611)) of a family member.
(E) For specific military caregiving and leave.
(3) Paid sick days for employees that are separate from 
time accrued as part of a paid time off policy.
(4) A subsidy for child care or policies that allow parents 
to work alongside their infants in safe settings.
(5) Policies that allow for flexible hours once a parent 
returns to work after a birth, adoption, or foster care 
placement.
(6) If feasible, policies that allow employees to work 
remotely as needed for reasons related to the care of a child.
(7) Lactation support, such as reimbursement of expressed 
breastmilk delivery while on travel, access to pumps, kits, and 
other lactation supplies and amenities, and access to lactation 
consultants and support.
(c) Application.--An employer who desires to receive a family-
friendly certification from the Secretary under this section shall 
submit an application to the Secretary at such time, containing such 
information, and in such manner as the Secretary may require.
(d) Award of Certification.--The Secretary shall review 
applications submitted under subparagraph (c) and award a family-
friendly certification to an employer whose application demonstrates 
that the employer has met the requirements established under subsection 
(b) regarding family-friendly policies and benefits.
(e) Authorization of Appropriations.--There are authorized to be 
appropriated to carry out this Act such sums as may be necessary.
<all>