I 
119TH CONGRESS 
1ST SESSION H. R. 6786 
To permit employees to request changes to their work schedules without 
fear of retaliation and to ensure that employers consider these requests, 
and to require employers to provide more predictable and stable schedules 
for employees in certain occupations with evidence of unpredictable and 
unstable scheduling practices that negatively affect employees, and for 
other purposes. 
IN THE HOUSE OF REPRESENTATIVES 
DECEMBER 17, 2025 
Ms. DELAURO (for herself, Ms. ADAMS, Ms. ANSARI, Mrs. BEATTY, Ms. 
BONAMICI, Ms. BUDZINSKI, Mr. CARSON, Mr. CASAR, Ms. CHU, Mr. 
CLEAVER, Mr. DAVIS of Illinois, Mr. DESAULNIER, Mr. DELUZIO, Mrs. 
DINGELL, Mr. DOGGETT, Mr. EVANS of Pennsylvania, Mrs. FOUSHEE, 
Mr. GARCI´A of Illinois, Mr. GARCIA of California, Mr. GOLDMAN of New 
York, Ms. NORTON, Ms. JAYAPAL, Mr. KRISHNAMOORTHI, Mr. LARSON 
of Connecticut, Ms. LEE of Pennsylvania, Mr. LIEU, Mr. LYNCH, Mr. 
MAGAZINER, Mr. MCGOVERN, Ms. MCCLELLAN, Ms. MOORE of Wis-
consin, Mr. NADLER, Mr. NORCROSS, Ms. OCASIO-CORTEZ, Ms. OMAR, 
Ms. PINGREE, Mr. POCAN, Mrs. RAMIREZ, Ms. SALINAS, Ms. SCHA-
KOWSKY, Mr. TAKANO, Mr. THOMPSON of Mississippi, Ms. TLAIB, Ms. 
TOKUDA, Ms. UNDERWOOD, Ms. WILSON of Florida, and Ms. SIMON) in-
troduced the following bill; which was referred to the Committee on Edu-
cation and Workforce, and in addition to the Committees on House Ad-
ministration, Oversight and Government Reform, and the Judiciary, for 
a period to be subsequently determined by the Speaker, in each case for 
consideration of such provisions as fall within the jurisdiction of the com-
mittee concerned 
A BILL 
To permit employees to request changes to their work sched-
ules without fear of retaliation and to ensure that em-
ployers consider these requests, and to require employers 
VerDate Sep 11 2014 
22:11 Jan 06, 2026
Jkt 069200
PO 00000
Frm 00001
Fmt 6652
Sfmt 6652
E:\BILLS\H6786.IH
H6786
ssavage on LAPJG3WLY3PROD with BILLS
to provide more predictable and stable schedules for em-
ployees in certain occupations with evidence of unpredict-
able and unstable scheduling practices that negatively 
affect employees, and for other purposes. 
Be it enacted by the Senate and House of Representa-
tives of the United States of America in Congress assembled, 
SECTION 1. SHORT TITLE; FINDINGS. 
(a) SHORT TITLE.—This Act may be cited as the 
‘‘Schedules That Work Act’’. 
(b) FINDINGS.—Congress finds the following: 
(1) The vast majority of the United States 
workforce today is juggling responsibilities at home 
and at work. In families with children, 45 percent of 
mothers are primary breadwinners and 25 percent 
are co-breadwinners. 
(2) Despite the dual responsibilities of today’s 
workforce, many workers have little notice of their 
work schedules and lack the ability to make changes 
to the work hours in such schedules, which under-
mines their ability to accommodate family respon-
sibilities. 
(3)(A) Mothers working in low-paid jobs are 
more likely to be the primary or sole breadwinner for 
their families than mothers working in higher-paid 
jobs. For example, almost 90 percent mothers in the 
1⁄5 of households in the United States with the low-
VerDate Sep 11 2014 
22:11 Jan 06, 2026
Jkt 069200
PO 00000
Frm 00002
Fmt 6652
Sfmt 6201
E:\BILLS\H6786.IH
H6786
ssavage on LAPJG3WLY3PROD with BILLS
est incomes bring home all or most of their families’ 
income, which is almost 3 times higher when com-
pared to counterparts in the highest-income quintile. 
(B) At the same time, low-paid workers often 
have the least control over their work hours and face 
the most unpredictable schedules. In some indus-
tries, ‘‘just-in-time’’ scheduling practices, which base 
workers’ schedules on perceived consumer demand to 
minimize labor costs, are particularly common. Em-
ployers using these practices often post work sched-
ules with little notice, vary work hours widely from 
week to week, cancel shifts at the last minute, and 
schedule employees for ‘‘on call’’ shifts (requiring an 
employee to call in to work to find out whether the 
employee will have to work later that day) or 
‘‘clopening’’ shifts (requiring an employee to work a 
closing shift at night followed by an opening shift a 
few hours later). For example, national survey data 
show that— 
(i) about 2⁄3 of hourly retail and food serv-
ice workers receive their work schedules with 
less than 2 weeks’ advance notice and about 1⁄3 
receive their schedule with less than 1 week’s 
notice; 
VerDate Sep 11 2014 
22:11 Jan 06, 2026
Jkt 069200
PO 00000
Frm 00003
Fmt 6652
Sfmt 6201
E:\BILLS\H6786.IH
H6786
ssavage on LAPJG3WLY3PROD with BILLS
(ii) more than 1 in 5 hourly retail and food 
service workers have been scheduled for on-call 
shifts, and more than 1 in 3 have worked 
‘‘clopening’’ shifts; and 
(iii) 65 percent of hourly retail and food 
service workers would like a more stable and 
predictable schedule. 
(4) Unfair work scheduling practices make it 
difficult for low-paid workers to— 
(A) provide necessary care for children and 
other family members, including securing and 
maintaining stable child care; 
(B) access and receive needed care for the 
workers’ own serious health conditions; 
(C) pursue workforce training; 
(D) get or keep a second job, which many 
workers need to make ends meet; 
(E) plan for and access transportation to 
reach worksites; and 
(F) qualify for and maintain eligibility for 
needed public benefits and work supports, such 
as child care subsidies, Medicaid, and benefits 
under the supplemental nutrition assistance 
program, due to fluctuations in income and 
work hours. 
VerDate Sep 11 2014 
22:11 Jan 06, 2026
Jkt 069200
PO 00000
Frm 00004
Fmt 6652
Sfmt 6201
E:\BILLS\H6786.IH
H6786
ssavage on LAPJG3WLY3PROD with BILLS