I 
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. VELA´ZQUEZ) intro-
duced the following bill; which was referred to the Committee on Edu-
cation and Workforce 
A BILL 
To direct the Secretary of Labor to recognize employers 
with a commitment to helping employees balance work-
place responsibilities and family obligations. 
Be it enacted by the Senate and House of Representa-
tives 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 ‘‘em-
ployee’’ and ‘‘employer’’ have the meanings given 
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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 em-
ployer must carry out each of the following family-friendly 
employment policies and benefits: 
(1) Assistance paying for, or referring employ-
ees 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 em-
ployee for adoption or foster care. 
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(C) To address the employee’s own serious 
health condition, including pregnancy, child-
birth, or pregnancy loss. 
(D) To address the serious health condi-
tion (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 sepa-
rate 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, ac-
cess to pumps, kits, and other lactation supplies and 
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