I 
119TH CONGRESS 
1ST SESSION H. R. 3971 
To enhance the rights of domestic employees, and for other purposes. 
IN THE HOUSE OF REPRESENTATIVES 
JUNE 12, 2025 
Ms. JAYAPAL (for herself, Ms. ADAMS, Mr. AMO, Ms. ANSARI, Ms. BALINT, 
Ms. BARRAGA´N, Mrs. BEATTY, Mr. BEYER, Ms. BONAMICI, Mr. BOYLE 
of Pennsylvania, Ms. BROWN, Ms. BROWNLEY, Ms. BUDZINSKI, Mr. CAR-
SON, Mr. CARTER of Louisiana, Mr. CASAR, Mr. CASTEN, Mr. CASTRO 
of Texas, Mrs. CHERFILUS-MCCORMICK, Ms. CHU, Ms. CLARKE of New 
York, Mr. CLEAVER, Mr. COHEN, Ms. CROCKETT, Mr. DAVIS of Illinois, 
Ms. DEAN
of Pennsylvania, Ms. DELAURO, Ms. DELBENE, Mr. 
DELUZIO, Mr. DESAULNIER, Ms. DEXTER, Mrs. DINGELL, Mr. DOG-
GETT, Ms. ESCOBAR, Mr. ESPAILLAT, Mr. EVANS of Pennsylvania, Mr. 
FIELDS, Mrs. FOUSHEE, Mr. FROST, Mr. GARAMENDI, Mr. GARCIA of 
California, Ms. GARCIA of Texas, Mr. GARCI´A of Illinois, Mr. GOLDMAN 
of New York, Mr. GOMEZ, Mr. GREEN of Texas, Mrs. HAYES, Mr. 
HORSFORD, Ms. HOYLE of Oregon, Mr. HUFFMAN, Mr. JACKSON of Illi-
nois, Ms. JACOBS, Mr. JOHNSON of Georgia, Ms. KELLY of Illinois, Mr. 
KHANNA, Mr. KRISHNAMOORTHI, Ms. LEE of Pennsylvania, Ms. LEGER 
FERNANDEZ, Mr. LYNCH, Mr. MAGAZINER, Ms. MATSUI, Ms. MCBRIDE, 
Ms. MCCLELLAN, Ms. MCCOLLUM, Mr. MCGOVERN, Mrs. MCIVER, Mr. 
MENENDEZ, Ms. MENG, Mr. MFUME, Ms. MOORE of Wisconsin, Mr. 
MULLIN, Mr. NADLER, Ms. NORTON, Ms. OCASIO-CORTEZ, Ms. OMAR, 
Ms. PINGREE, Mr. POCAN, Ms. PRESSLEY, Mr. QUIGLEY, Mrs. RAMIREZ, 
Ms. ROSS, Ms. SALINAS, Ms. SA´NCHEZ, Ms. SCANLON, Ms. SCHA-
KOWSKY, Mr. DAVID SCOTT of Georgia, Ms. SIMON, Mr. SMITH of Wash-
ington, Ms. STANSBURY, Ms. STEVENS, Mr. SWALWELL, Mrs. SYKES, 
Mr. TAKANO, Mr. THANEDAR, Mr. THOMPSON of Mississippi, Ms. TLAIB, 
Ms. TOKUDA, Mr. TORRES of New York, Mrs. TRAHAN, Mr. VARGAS, Ms. 
VELA´ZQUEZ, Ms. WASSERMAN SCHULTZ, Mrs. WATSON COLEMAN, Ms. 
WILLIAMS of Georgia, and Ms. WILSON of Florida) introduced the fol-
lowing bill; which was referred to the Committee on Education and Work-
force, and in addition to the Committees on House Administration, En-
ergy and Commerce, Ways and Means, Oversight and Government Re-
form, and the Judiciary, for a period to be subsequently determined by 
the Speaker, in each case for consideration of such provisions as fall with-
in the jurisdiction of the committee concerned 
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A BILL 
To enhance the rights of domestic 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; TABLE OF CONTENTS. 
(a) SHORT TITLE.—This Act may be cited as the 
‘‘Domestic Workers Bill of Rights Act’’. 
(b) TABLE OF CONTENTS.—The table of contents for 
this Act is as follows: 
Sec. 1. Short title; table of contents. 
Sec. 2. Findings. 
Sec. 3. Definitions. 
Sec. 4. Rulemaking authority. 
Sec. 5. Rule of construction. 
TITLE I—DOMESTIC EMPLOYEE RIGHTS AND PROTECTIONS 
Subtitle A—Amendments to the Fair Labor Standards Act of 1938 
Sec. 101. Overtime protections for live-in domestic employees. 
Sec. 102. Live-in domestic employees termination notices and communications. 
Sec. 103. Enforcement. 
Subtitle B—Domestic Employee Rights 
Sec. 110. Written agreements. 
Sec. 111. Earned sick days. 
Sec. 112. Fair scheduling practices. 
Sec. 113. Right to request and receive temporary changes to scheduled work 
hours due to personal events. 
Sec. 114. Privacy. 
Sec. 115. Breaks for meals and rest. 
Sec. 116. Unfair wage deductions for cash shortages, breakages, loss, or modes 
of communication. 
Sec. 117. Prohibited acts. 
Sec. 118. Enforcement authority. 
Sec. 119. Effect on existing employment benefits and other laws. 
Subtitle C—Amendment to Title VII of the Civil Rights Act of 1964 
Sec. 131. Including certain domestic employees in civil rights protections 
against discrimination in employment. 
TITLE II—STANDARDS BOARD AND BENEFITS 
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Sec. 201. Domestic Employee Standards Board. 
Sec. 202. Domestic employees’ benefits study. 
TITLE III—IMPLEMENTATION OF THE DOMESTIC WORKERS BILL 
OF RIGHTS 
Sec. 301. Definitions. 
Sec. 302. Notice of domestic employee rights. 
Sec. 303. Interagency task force on domestic workers bill of rights enforcement. 
Sec. 304. National Domestic Employee Hotline. 
Sec. 305. National grant for community-based education, outreach, and en-
forcement of domestic employee rights. 
Sec. 306. Encouraging the use of fiscal intermediaries. 
Sec. 307. Application to domestic employees who provide Medicaid-funded serv-
ices. 
Sec. 308. Delayed enforcement for government-funded programs. 
TITLE IV—FUNDING 
Sec. 401. Temporary increase in the Federal medical assistance percentage for 
Medicaid-funded services provided by domestic employees. 
Sec. 402. Authorization of appropriations. 
TITLE V—SEVERABILITY 
Sec. 501. Severability. 
SEC. 2. FINDINGS. 
Congress finds the following: 
(1) There are an estimated 2,200,000 domestic 
employees across the United States working in pri-
vate homes to provide direct care, child care, and 
house-cleaning services. 
(2) Domestic work is a job-enabling job that 
makes all other work possible. It is labor that cannot 
be outsourced to individuals abroad, nor is it close 
to being automated. Without the millions of domes-
tic employees caring for children, seniors, and people 
with disabilities, and cleaning homes, much of the 
economy would come to a standstill. 
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(3) During the COVID–19 pandemic, domestic 
work and other low-wage service jobs, disproportion-
ately held by women, women of color, and immi-
grants, were deemed essential. This crisis showed 
how essential these jobs have always been to our 
economy. At great risk to the health of themselves 
and their families, domestic employees worked on 
the frontlines of the pandemic to provide care to 
those more vulnerable to COVID–19, seniors, and 
individuals with disabilities, and provided child care 
for the children of essential workers and other work-
ers. A study of Black immigrant domestic employees 
conducted by the Institute for Policy Studies and 
the National Domestic Workers Alliance in May and 
June of 2020 found that 25 percent of employees 
surveyed experienced or lived with someone who had 
experienced COVID–19 symptoms. Seventy-three 
percent of such employees surveyed indicated that 
they did not receive personal protective equipment 
(‘‘PPE’’) from their employers. 
(4) Domestic employees experienced a rapid 
and sustained loss of jobs during the COVID–19 
pandemic, which exacerbated the existing financial 
insecurity experienced by many domestic employees. 
Surveys from the National Domestic Workers Alli-
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ance and NDWA Labs between March and Sep-
tember 2020 found that for 6 consecutive months, 
more than half of domestic employees surveyed were 
unable to pay their rent or mortgage. Nearly 75 per-
cent of employees surveyed did not receive any com-
pensation when their jobs were canceled. 
(5) The employment of individuals in domestic 
service in households affects commerce, as described 
in section 2(a) of the Fair Labor Standards Act of 
1938 (29 U.S.C. 202(a)), and thus many domestic 
employees are employees covered under the Fair 
Labor Standards Act of 1938. Moreover, domestic 
services provided by any domestic employee for an 
employer affect commerce. 
(6) Domestic employees are hired or contacted 
for work by phone, mail, or internet, or through 
newspaper ads, and travel to work through transpor-
tation on interstate highways, interstate transit, or 
vehicles in interstate commerce. 
(7) In 2024, the Bureau of Labor Statistics 
predicted that between 2023 and 2033, the number 
of new jobs for home health and personal care aides 
will increase by 21 percent, which is an increase of 
820,500 jobs. 
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(8) The COVID–19 pandemic increased the de-
mand for in-home child care. According to the Cen-
ter for Translational Neuroscience at the University 
of Oregon, the percentage of parents reporting use 
of home-based child care has grown since the onset 
of the pandemic from 27 percent to 31 percent by 
September 2021. 
(9) An increasing number of employees, includ-
ing domestic employees, are finding work on online 
platforms. An analysis from the JPMorgan Chase 
Institute found that between 2013 and 2020, the 
percentage of adults that had earned income from 
online platforms increased from 0.3 percent to 2.5 
percent. 
(10) Nearly 9 out of 10 domestic employees are 
women and such women are disproportionately peo-
ple of color and immigrants. Women, people of color, 
and immigrants have historically faced barriers to 
employment and economic advancement. According 
to the Economic Policy Institute, domestic employ-
ees also tend to be older than other employees. Two 
in 5 domestic employees are age 50 or older, while 
just 1⁄3 of all other employees are at least 50 years 
old. 
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(11) Domestic employees are paid low wages, 
can be subjected to workplace health and safety haz-
ards, and face difficulties saving for retirement. An 
Economic Policy Institute analysis of data from the 
Current Population Survey indicates that the aver-
age wage for a domestic employee is approximately 
$16.79 per hour or $20,926 per year if working full- 
time. In practice, the average wage for a domestic 
employee is less than such approximation given that 
domestic work has largely been negotiated in the in-
formal labor market. 
(12) Low-wage employees, including domestic 
employees, experience high rates of minimum wage 
and overtime violations, violations of laws related to 
workers’ compensation and other workplace benefits, 
and illegal retaliation. A 2017 study from the Eco-
nomic Policy Institute found that 2,400,000 employ-
ees, 17 percent of the low-wage workforce, experi-
ences wage theft. A 2009 report from the National 
Employment Law Project found that employment in 
private homes was one of the 3 industries with the 
highest rates of employment and labor law viola-
tions. 
(13) A landmark study of domestic employees 
published in 2012 by the National Domestic Work-
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ers Alliance, the Center for Urban Economic Devel-
opment of the University of Illinois at Chicago, and 
DataCenter titled ‘‘Home Economics: The Invisible 
and Unregulated World of Domestic Work’’ indi-
cated poor working conditions across the domestic 
employees industry. The findings of such study in-
cluded that— 
(A) domestic employees have little control 
over their working conditions and employment 
is usually arranged without a written contract; 
(B) 35 percent of domestic employees 
interviewed reported that they worked long 
hours without breaks in the year immediately 
preceding the interview; 
(C) 25 percent of live-in domestic employ-
ees had responsibilities that prevented them 
from getting at least 5 hours of uninterrupted 
sleep at night during the week immediately pre-
ceding the interview; and 
(D) 91 percent of domestic employees 
interviewed who encountered problems with 
their working conditions in the year imme-
diately preceding the interview did not complain 
about their working conditions because they 
were afraid they would lose their job. 
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(14) The study described in paragraph (13) 
found that domestic employees have little access to 
federally supported employment benefits. For in-
stance— 
(A) less than 2 percent of such employees 
receive retirement or pension benefits, and less 
than 9 percent of such employees work for em-
ployers that collect payroll taxes on wages paid 
to such employees to provide eligibility for So-
cial Security disability and retirement benefits; 
and 
(B) 65 percent of such employees do not 
have health insurance and only 4 percent of 
such employees receive employer-provided insur-
ance, despite the fact that domestic work is 
hazardous and often results in illness or phys-
ical injuries. 
(15) Compounding these challenges is the fact 
that many domestic employees have been, and in 
many cases continue to be, excluded from key provi-
sions of labor and employment laws like the Occupa-
tional Safety and Health Act of 1970 (29 U.S.C. 
651 et seq.) and the National Labor Relations Act 
(29 U.S.C. 151 et seq.). Live-in domestic employees 
solely employed by private households remain ex-
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cluded from the overtime protections under the Fair 
Labor Standards Act of 1938 (29 U.S.C. 201 et 
seq.). 
Minimum 
employee 
threshold 
rules, 
misclassification of domestic employees as inde-
pendent contractors, and exclusion of independent 
contractors from coverage mean that most domestic 
employees are also de facto excluded from Federal 
civil rights protections, including protections under 
title VII of the Civil Rights Act of 1964 (29 U.S.C. 
2000e et seq.) and other laws. 
(16) The International Labour Organization’s 
Domestic Workers Convention, adopted in 2011, 
calls for domestic employees to have the right to 
freedom of association and collective actions, protec-
tions against harassment, privacy rights, and the 
right to be informed of conditions of employment. 
This Convention also calls for the right of domestic 
employees to keep their travel documents, the right 
to overtime compensation and rest breaks, the right 
to minimum wage coverage, the right to occupational 
safety and health protections, and mechanisms to 
pursue complaints and ensure compliance with the 
law. 
(17) The unique nature of their work, in pri-
vate homes with individuals and families, also often 
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makes it difficult for domestic employees to use Fed-
eral programs and policies to improve their skills 
and training and to join together collectively to ne-
gotiate better pay and working conditions. 
(18) Many domestic employees are also vulner-
able to discrimination and sexual harassment. These 
issues are further exacerbated by the unique working 
conditions faced by domestic employees, such as iso-
lation, poverty, immigration status, the lack of fa-
miliarity with the law and legal processes, limited 
networks for support, language barriers, and fear of 
retaliation and deportation. 
(19) Millions of older individuals, individuals 
with disabilities, and families are increasingly relying 
on domestic employees. Transforming domestic work 
jobs into good jobs with family sustaining wages and 
access to benefits can reduce high turnover due to 
poor working conditions, thereby enhancing quality 
of care, and supporting the millions of working and 
retired people of the United States who rely on 
them. 
SEC. 3. DEFINITIONS. 
(a) FAIR LABOR STANDARDS ACT OF 1938 DEFINI-
TIONS.—In this Act: 
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(1) COMMERCE; EMPLOY; EMPLOYEE; GOODS; 
PERSON; STATE.—The terms ‘‘commerce’’, ‘‘em-
ploy’’, ‘‘employee’’, ‘‘employer’’, ‘‘enterprise’’, ‘‘en-
terprise engaged in commerce or in the production 
of goods for commerce’’, ‘‘goods’’, ‘‘person’’, and 
‘‘State’’ have the meanings given such terms in sec-
tion 3 of the Fair Labor Standards Act of 1938 (29 
U.S.C. 203). 
(2) REGULAR RATE.—The term ‘‘regular rate’’ 
has the meaning given such term in section 7(e) of 
such Act (29 U.S.C. 207(e)). 
(b) OTHER DEFINITIONS.—In this Act: 
(1) CHILD.—The term ‘‘child’’— 
(A) means an individual who is under 18 
years of age; and 
(B) includes an individual described in 
subparagraph (A) who is— 
(i) a biological, foster, or adopted 
child; 
(ii) a stepchild; 
(iii) a child of a domestic partner; 
(iv) a legal ward; or 
(v) a child of a person standing in 
loco parentis. 
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(2) DISABILITY.—The term ‘‘disability’’ has the 
meaning given the term in section 3 of the Ameri-
cans with Disabilities Act of 1990 (42 U.S.C. 
12102). 
(3) DOMESTIC PARTNER.— 
(A) IN
GENERAL.—The term ‘‘domestic 
partner’’, with respect to an individual, means 
another individual with whom the individual is 
in a committed relationship. 
(B) 
COMMITTED
RELATIONSHIP
DE-
FINED.—The term ‘‘committed relationship’’ 
for purposes of subparagraph (A)— 
(i) means a relationship between 2 in-
dividuals, each at least 18 years of age, in 
which both individuals share responsibility 
for a significant measure of each other’s 
common welfare; and 
(ii) includes any such relationship be-
tween 2 individuals, including individuals 
of the same sex, that is granted legal rec-
ognition by a State or political subdivision 
of a State as a marriage or analogous rela-
tionship, including a civil union or domes-
tic partnership. 
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(4) DOMESTIC SERVICES.—The term ‘‘domestic 
services’’— 
(A) means services— 
(i) of a household nature; and 
(ii) performed by an individual in or 
about a private home (permanent or tem-
porary); and 
(B) includes services performed by individ-
uals such as companions, babysitters, cooks, 
waiters, butlers, valets, maids, housekeepers, 
nannies, nurses, janitors, laundresses, care-
takers, handymen, gardeners, home health 
aides, personal care aides or assistants, and 
chauffeurs of automobiles for family use. 
(5) DOMESTIC EMPLOYEE.—The term ‘‘domes-
tic employee’’— 
(A) means, except as provided in subpara-
graph (B), an employee who is employed by an 
employer for the performance of domestic serv-
ices; and 
(B) does not include— 
(i) any individual who is a family 
member, friend, neighbor, or parent of a 
child and who provides child care for the 
child in the child’s home; 
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(ii) any individual who is— 
(I) an employee of a family child 
care provider; or 
(II) a family child care provider; 
and 
(iii) any individual who is an employee 
described in section 13(a)(15) of the Fair 
Labor Standards Act of 1938 (29 U.S.C. 
213(a)(15)). 
(6) FAMILY CHILD CARE PROVIDER.—The term 
‘‘family child care provider’’ means 1 or more indi-
viduals who provide child care services, in a private 
residence other than the residence of the child re-
ceiving the services, for fewer than 24 hours per day 
for the child (unless the nature of the work of the 
parent of the child requires 24-hour care). 
(7) MEDICAID HCBS-ELIGIBLE ELDERLY INDI-
VIDUAL.—The term ‘‘Medicaid HCBS-eligible elderly 
individual’’ means an individual who— 
(A) is 65 years of age or older; and 
(B) is eligible for and enrolled for medical 
assistance for any of the following services 
(whether provided on a fee-for-service, risk, or 
other basis) under a State Medicaid program 
under title XIX of the Social Security Act (42 
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U.S.C. 1396 et seq.) (including any waiver or 
demonstration under such title or under section 
1115 of such Act (42 U.S.C. 1315) relating to 
such title), and includes an individual who be-
comes eligible for medical assistance under a 
State Medicaid program when removed from a 
waiting list: 
(i) Home health care services author-
ized under paragraph (7) of section 
1905(a) of the Social Security Act (42 
U.S.C. 1396d(a)). 
(ii) Personal care services authorized 
under paragraph (24) of such section. 
(iii) PACE services authorized under 
paragraph (26) of such section. 
(iv) Home and community-based serv-
ices authorized under subsections (b), (c), 
(i), (j), and (k) of section 1915 of such Act 
(42 U.S.C. 1396n), such services author-
ized under a waiver under section 1115 of 
such Act (42 U.S.C. 1315), and such serv-
ices provided through coverage authorized 
under section 1937 of such Act (42 U.S.C. 
1396u–7). 
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(v) Case management services author-
ized under section 1905(a)(19) of the So-
cial Security Act (42 U.S.C. 1396d(a)(19)) 
and section 1915(g) of such Act (42 
U.S.C. 1396n(g)). 
(vi) Rehabilitative services, including 
those related to behavioral health, de-
scribed in section 1905(a)(13) of such Act 
(42 U.S.C. 1396d(a)(13)). 
(vii) Such other services specified by 
the Secretary of Health and Human Serv-
ices. 
(8) ON-CALL.—The term ‘‘on-call’’, with respect 
to a domestic employee, means any period of time 
that the employer of the domestic employee requires 
the domestic employee to— 
(A) be available to work; and 
(B) wait to contact, or to be contacted by, 
the employer to determine whether the domestic 
employee will be required to report to work dur-
ing that period of time. 
(9) PARENT.—The term ‘‘parent’’, with respect 
to an individual, means a biological, foster, or adop-
tive parent of the individual, a stepparent of the in-
dividual, parent-in-law of the individual, parent of a 
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domestic partner of the individual, or a legal guard-
ian or other person who stood in loco parentis to the 
individual when the individual was a child. 
(10) PERSONAL CARE AIDE OR ASSISTANT.— 
The term ‘‘personal care aide or assistant’’ means 
an individual who provides personal care services. 
(11) PERSONAL
CARE
SERVICES.—The term 
‘‘personal care services’’ means assistance provided 
to an individual who is not an inpatient or resident 
of a hospital, nursing facility, intermediate care fa-
cility for individuals with intellectual disabilities, or 
institution for mental disease that enables the recipi-
ent to accomplish activities of daily living or instru-
mental activities of daily living. 
(12) 
SECRETARY.—The 
term 
‘‘Secretary’’ 
means the Secretary of Labor. 
(13) SELF-DIRECTED CARE.—The term ‘‘self- 
directed care’’, with respect to an individual, means 
services for the individual that are planned and pur-
chased under the direction and control of the indi-
vidual, including the amount, duration, scope, pro-
vider, and location of the services. 
(14) SHARED
LIVING
ARRANGEMENT.—The 
term ‘‘shared living arrangement’’ means a living ar-
rangement involving— 
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(A) not more than 2 individuals who are 
an individual with a disability or a Medicaid 
HCBS-eligible elderly individual, except if 1 or 
more of the individuals are related to each 
other (by blood or a close association that is 
equivalent to a family relationship); 
(B) an individual providing services for 
compensation and living in the private home of 
the recipient of such services; 
(C) 
an 
individual 
receiving 
funding 
through a State Medicaid program under title 
XIX of the Social Security Act (42 U.S.C. 1396 
et seq.), or another publicly funded program; 
(D) a stipend or room and board as the 
primary form of payment for the individual pro-
viding such services; and 
(E) the individual receiving such services 
having the final decision regarding who is the 
provider of such services living with the indi-
vidual, through a consumer-driven matching 
process that includes relationship building, per-
son-centered planning as defined by the Admin-
istrator of the Centers for Medicare & Medicaid 
Services, and an assessment of individual com-
patibility. 
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(15) SPOUSE.—The term ‘‘spouse’’, with re-
spect to an individual, means another individual with 
whom the individual entered into a marriage (includ-
ing a common law or same-sex marriage)— 
(A) as defined or recognized under the law 
in the State in which the marriage was entered 
into; or 
(B) that, in the case of a marriage entered 
into outside of any State, is recognized in the 
place where entered into and could have been 
entered into in at least 1 State. 
SEC. 4. RULEMAKING AUTHORITY. 
The Secretary shall have the authority to promulgate 
rules to carry out this Act. 
SEC. 5. RULE OF CONSTRUCTION. 
For purposes of this Act, any domestic services per-
formed by a domestic employee for an employer are con-
sidered to affect commerce. 
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TITLE I—DOMESTIC EMPLOYEE 
RIGHTS AND PROTECTIONS 
Subtitle A—Amendments to the 
Fair Labor Standards Act of 1938 
SEC. 101. OVERTIME PROTECTIONS FOR LIVE-IN DOMESTIC 
EMPLOYEES. 
Section 13(b)(21) of the Fair Labor Standards Act 
of 1938 (29 U.S.C. 213(b)(21)) is repealed. 
SEC. 102. LIVE-IN DOMESTIC EMPLOYEES TERMINATION 
NOTICES AND COMMUNICATIONS. 
(a) IN GENERAL.—The Fair Labor Standards Act of 
1938 (29 U.S.C. 201 et seq.) is amended by inserting 
after section 7 (29 U.S.C. 207) the following: 
‘‘SEC. 8. LIVE-IN DOMESTIC EMPLOYEES TERMINATION NO-
TICES AND COMMUNICATIONS. 
‘‘(a) DEFINITION
OF
LIVE-IN
DOMESTIC
EM-
PLOYEE.—In this section, the term ‘live-in domestic em-
ployee’ means any employee who is employed in domestic 
service in a household and resides in such household. 
‘‘(b) NOTICE OF TERMINATION FOR LIVE-IN DOMES-
TIC EMPLOYEES.— 
‘‘(1) IN GENERAL.—If an employer terminates 
the employment of a live-in domestic employee, the 
employer shall, except as provided in paragraph (3), 
provide the live-in domestic employee with— 
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‘‘(A) written notice of the termination not 
later than 48 hours after such termination; and 
‘‘(B)(i) not less than 30 calendar days of 
lodging at— 
‘‘(I) the household premises of the 
employer, as customarily provided by the 
employer; or 
‘‘(II) another premise of a comparable 
lodging condition; or 
‘‘(ii) severance pay in an amount equiva-
lent to the average earnings of the live-in do-
mestic employee for 2 weeks of employment 
during the preceding 6 months. 
‘‘(2) OFFSITE LODGING OR SEVERANCE.—If an 
employer chooses to provide a live-in domestic em-
ployee who is terminated, as described in paragraph 
(1), lodging described in paragraph (1)(B)(i)(II), or 
severance pay described in paragraph (1)(B)(ii), the 
employer shall allow the live-in domestic employee 
not less than 48 hours after the notice provided 
under paragraph (1)(A) to vacate the household of 
the employer. 
‘‘(3) EXCEPTION.— 
‘‘(A) IN
GENERAL.—The requirements 
under paragraph (1) shall not be required in a 
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case involving a good faith allegation described 
in subparagraph (B) that the live-in domestic 
employee has engaged in abuse or neglect, or 
caused any other harmful conduct, against the 
employer, any member of the family of the em-
ployer, or any individual residing in the house-
hold of the employer. 
‘‘(B) GOOD FAITH ALLEGATIONS.—A good 
faith allegation described in this subparagraph 
shall be— 
‘‘(i) made in writing and provided to 
the live-in domestic employee not later 
than 48 hours after the employer has 
knowledge of the conduct of the live-in do-
mestic employee resulting in the allegation; 
‘‘(ii) supported by a reasonable basis 
and belief; and 
‘‘(iii) made without reckless disregard 
or willful ignorance of the truth. 
‘‘(c) COMMUNICATIONS FOR LIVE-IN DOMESTIC EM-
PLOYEES.— 
‘‘(1) IN GENERAL.—If an employer requires an 
employee to be a live-in domestic employee, the em-
ployer shall— 
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‘‘(A) provide the live-in domestic employee 
with the ability, and reasonable opportunity, to 
access telephone and internet services in accord-
ance with paragraph (2); and 
‘‘(B) without interference by the employer, 
permit the live-in domestic employee to send 
and receive communications by text message, 
social media, electronic or regular mail, and 
telephone calls. 
‘‘(2) TELEPHONE AND INTERNET SERVICES.— 
‘‘(A) EMPLOYER WITH SERVICES.—If an 
employer requires an employee to be a live-in 
domestic employee and has telephone or inter-
net services for the household of the employer, 
the employer shall provide the live-in domestic 
employee with reasonable access to such serv-
ices without charge to the employee. 
‘‘(B) EMPLOYER WITHOUT SERVICES.—If 
an employer requires an employee to be a live- 
in domestic employee and does not have tele-
phone or internet services for the household of 
the employer, the employer— 
‘‘(i) shall provide the live-in domestic 
employee with a reasonable opportunity to 
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access such services at another location; 
and 
‘‘(ii) shall not be required to pay for 
such services.’’. 
(b) CONFORMING AMENDMENT.—Section 10 of the 
Fair Labor Standards Act of 1938 (29 U.S.C. 210) is re-
pealed. 
SEC. 103. ENFORCEMENT. 
(a) PROHIBITED ACT.—Section 15(a) of the Fair 
Labor Standards Act of 1938 (29 U.S.C. 215(a)) is 
amended— 
(1) in paragraph (5), by striking ‘‘; and’’; 
(2) in paragraph (6), by striking the period and 
inserting ‘‘; and’’; and 
(3) by adding at the end the following: 
‘‘(7) to violate any provision of section 8, in-
cluding any regulation or order issued by the Sec-
retary under that section.’’. 
(b) PENALTIES.—Section 16 of such Act (29 U.S.C. 
216) is amended— 
(1) in subsection (b), by inserting ‘‘Any em-
ployer who violates section 8(b) shall be liable to the 
employee affected in an amount of severance pay 
that is calculated, with respect to the employee, in 
accordance with section 8(b)(1)(B)(ii), and in an ad-
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ditional equal amount as liquidated damages. Any 
employer who violates section 8(c) shall be liable to 
the employee affected in an amount that is not to 
exceed $2,000 for each violation.’’ after the third 
sentence; and 
(2) in subsection (c), by adding at the end the 
following: ‘‘The authority and requirements de-
scribed in this subsection shall also apply with re-
spect to a violation of section 8, as appropriate, and 
the employer shall be liable for the amounts de-
scribed in subsection (b) for violations of such sec-
tion.’’. 
(c) INJUNCTION PROCEEDINGS.—Section 17 of the 
Fair Labor Standards Act of 1938 (29 U.S.C. 217) is 
amended by striking ‘‘(except sums’’ and inserting ‘‘and 
in the case of violations of section 15(a)(7) the restraint 
of any withholding of severance pay and other damages 
found by the court to be due to employees under this Act 
(except, in either case, sums’’. 
(d) STATUTE OF LIMITATIONS.—Section 6 of the 
Portal-to-Portal Act of 1947 (29 U.S.C. 255) is amended, 
in the matter preceding subsection (a), by inserting ‘‘(and 
any cause of action to enforce section 8 of such Act)’’ after 
‘‘under the Fair Labor Standards Act of 1938, as amend-
ed’’. 
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Subtitle B—Domestic Employee 
Rights 
SEC. 110. WRITTEN AGREEMENTS. 
(a) COVERED DOMESTIC EMPLOYEE.—In this sec-
tion, the term ‘‘covered domestic employee’’ means any do-
mestic employee to whom the employer of the domestic 
employee expects to provide compensation for the perform-
ance of domestic services by the domestic employee for not 
less than 8 hours per week. 
(b) REQUIREMENT.—Each employer shall provide a 
written agreement in accordance with this section to each 
covered domestic employee employed by the employer. 
(c) WRITTEN AGREEMENT REQUIREMENTS.—A writ-
ten agreement required under this section shall— 
(1) be signed and dated by the covered domestic 
employee and the employer; 
(2) be written in— 
(A) a language easily and fully understood 
by the covered domestic employee and the em-
ployer, which may be in multiple languages if 
the employee and the employer do not easily 
and fully understand the same language; and 
(B) plain language; 
(3) include the contents described in subsection 
(d); and 
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(4) be provided in accordance with subsection 
(e). 
(d) CONTENTS OF THE WRITTEN AGREEMENT.— 
(1) IN GENERAL.—The contents described in 
this subsection shall include each of the following: 
(A) The full name, address, and contact 
information of the employer, including, as ap-
propriate, any ‘‘doing business as’’ name of the 
employer and the name of each individual of the 
employer who will be doing business with the 
covered domestic employee. 
(B) The address for the location where the 
covered domestic employee will be providing do-
mestic services for the employer. 
(C) All responsibilities to be performed by 
the covered domestic employee for the employer, 
and the regularity in which such responsibilities 
are to be performed. 
(D) The hourly pay rate of the covered do-
mestic employee for any workweek, including 
the overtime pay rate. 
(E) The day of the week when the covered 
domestic employee will be paid. 
(F) The required working hours for any 
workweek, including— 
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(i) the time of day and day of week 
the work of the covered domestic employee 
begins; 
(ii) meal and rest breaks described in 
section 115; 
(iii) time off, including paid holidays 
and paid vacations; 
(iv) the work schedule of the employee 
at the time of hire, including— 
(I) the time of day and the days 
of the week the covered domestic em-
ployee will be expected to work for the 
employer each week; or 
(II) if the time of day or the days 
of the week that the domestic em-
ployee will be expected to work for the 
employer will vary from week to week, 
information regarding a good faith es-
timate of the days and hours for 
which the covered domestic employee 
will be expected to work for the em-
ployer each week, including, at min-
imum— 
(aa) the average number of 
hours the covered domestic em-
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ployee will be expected to work 
for the employer each week dur-
ing a typical 90-day period; 
(bb) whether the covered do-
mestic employee can expect to be 
on-call; 
(cc) a subset of days the 
covered domestic employee can 
typically expect to work (or to be 
scheduled as off from work) for 
the employer; and 
(dd) the amount of notice 
that the employer will provide to 
the domestic employee in advance 
of scheduled work hours (as de-
fined in section 112(a)), which 
shall not be less than 72 hours 
before such scheduled work hours 
are to begin (except during a pe-
riod described in subparagraph 
(A) of section 112(e)(1), in a 
case described in subparagraph 
(B) of such section, or in the 
case of a shared living arrange-
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ment), and the manner in which 
such notice shall be provided; 
(v) how the employer will provide pay 
for last-minute changes to scheduled work 
hours as described in section 112(c); and 
(vi) how the employee can request and 
receive a change to scheduled work hours 
due to personal events as described in sec-
tion 113. 
(G) Information about policies, procedures, 
and equipment related to safety and emer-
gencies. 
(H) The policy of the employer pertaining 
to notice of termination of the covered domestic 
employee by the employer. 
(I) A description of the process for the cov-
ered domestic employee to raise or address 
grievances with respect to, or breaches of, the 
written agreement, including that the grievance 
process shall not be construed to be an exhaus-
tion of remedies requirement and shall not pre-
vent the domestic employee from going directly 
to a relevant enforcement agency or a court to 
enforce any right conferred by this Act or an-
other law. 
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(K) If applicable, any policies of the em-
ployer with respect to the covered domestic em-
ployee for— 
(i) paying for or providing reimburse-
ment for— 
(I) health insurance; 
(II) transportation, meals, or 
lodging; or 
(III) any fees or costs associated 
with the domestic services provided by 
the covered domestic employee for the 
employer; 
(ii) annual or other pay increases; 
(iii) severance pay; and 
(iv) providing materials or equipment 
related to the performance of domestic 
service by the covered domestic employee, 
including (if applicable) any cleaning sup-
plies provided by the employer. 
(L) Any other benefits afforded to the cov-
ered domestic employee by the employer. 
(M) A description of the process used by 
the employer to change any policy described in 
subparagraphs (A) through (L), including ad-
dressing additional compensation if responsibil-
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ities are added to those described in subpara-
graph (C), after the date on which the written 
agreement is provided to the domestic employee. 
(2) PROHIBITIONS.—A written agreement re-
quired under this section may not— 
(A) contain— 
(i) a predispute arbitration agreement 
(as such term is defined in section 401 of 
title 9, United States Code) for claims 
made by a covered domestic employee 
against an employer regarding the legal 
rights of the employee; or 
(ii) a nondisclosure agreement, non-
compete agreement, or nondisparagement 
agreement that limits the ability of the 
covered domestic employee to seek com-
pensation for performing domestic services 
after the employee ceases to receive com-
pensation from the employer for the per-
formance of domestic services; and 
(B) be construed to waive the rights or 
protections of a domestic employee under Fed-
eral, State, or local law. 
(e) TIMING.— 
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(1) INITIAL AGREEMENT.—An employer shall 
provide a written agreement required under this sec-
tion— 
(A) to each covered domestic employee 
hired by the employer after the date of enact-
ment of this Act on a day that, at the discretion 
of the employer, is— 
(i) not more than 5 days after the 
covered domestic employee is hired; or 
(ii) the day before the first day that 
the covered domestic employee performs 
domestic services for the employer; and 
(B) to each covered domestic employee 
hired on or before the date of enactment of this 
Act, not more than 180 days after such date of 
enactment. 
(2) SUBSEQUENT
AGREEMENTS.—Not later 
than 30 calendar days after the date on which an 
employer makes a change to a written agreement 
provided to a covered domestic employee under this 
section, the employer shall provide the domestic em-
ployee with an updated agreement in accordance 
with this section. 
(f) RECORDS.—An employer that is required to pro-
vide a written agreement under this section to a covered 
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domestic employee shall retain such agreement for a pe-
riod of not less than 3 years from the date on which the 
covered domestic employee is no longer working for the 
employer. 
(g) MODEL WRITTEN AGREEMENTS.— 
(1) IN
GENERAL.—Not later than 6 months 
after the date of enactment of this Act, the Sec-
retary shall establish and make available templates 
for model written agreements under this section. 
(2) REQUIREMENTS.—A model written agree-
ment required under paragraph (1) shall be available 
in multiple languages commonly understood by do-
mestic employees, including all languages in which 
the Secretary, acting through the Administrator of 
the Wage and Hour Division, translates a basic in-
formation fact sheet published by the Administrator. 
SEC. 111. EARNED SICK DAYS. 
(a) DEFINITIONS.—In this section: 
(1) DOMESTIC VIOLENCE.—The term ‘‘domestic 
violence’’— 
(A) has the meaning given the term in sec-
tion 40002(a) of the Violence Against Women 
Act of 1994 (34 U.S.C. 12291(a)), except that 
the reference in such section to the term ‘‘juris-
diction receiving grant funding’’ shall be 
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deemed to mean the jurisdiction in which the 
victim lives or the jurisdiction in which the em-
ployer of the domestic employee involved is lo-
cated; and 
(B) includes dating violence, as that term 
is defined in such section. 
(2) DOMESTIC EMPLOYEE.—The term ‘‘domes-
tic employee’’ means a domestic employee, as defined 
in section 3(b), other than an individual providing 
domestic services through a shared living arrange-
ment. 
(3) EMPLOYMENT BENEFITS.—The term ‘‘em-
ployment benefits’’ means all benefits provided or 
made available to a domestic employee by the em-
ployer that employs the domestic employee, including 
group life insurance, health insurance, disability in-
surance, sick leave, annual leave, educational bene-
fits, and pensions, regardless of whether such bene-
fits are provided by a practice or written policy of 
an employer or through an ‘‘employee benefit plan’’, 
as defined in section 3(3) of the Employee Retire-
ment Income Security Act of 1974 (29 U.S.C. 
1002(3)). 
(4) HEALTH
CARE
PROVIDER.—The term 
‘‘health care provider’’ means a provider who— 
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(A) is— 
(i) a doctor of medicine or osteopathy 
who is authorized to practice medicine or 
surgery (as appropriate) by the State in 
which the doctor practices; or 
(ii) any other person determined by 
the Secretary to be capable of providing 
health care services; and 
(B) is not employed by the employer for 
whom the provider issues certification under 
this section. 
(5) PAID
SICK
TIME.—The term ‘‘paid sick 
time’’ means an increment of compensated leave that 
can be earned by a domestic employee for use during 
an absence from employment for any of the reasons 
described in subparagraphs (A) through (D) of sub-
section (b)(2). 
(6) SEXUAL ASSAULT.—The term ‘‘sexual as-
sault’’ has the meaning given the term in section 
40002(a) of the Violence Against Women Act of 
1994 (34 U.S.C. 12291(a)). 
(7) STALKING.—The term ‘‘stalking’’ has the 
meaning given the term in section 40002(a) of the 
Violence Against Women Act of 1994 (34 U.S.C. 
12291(a)). 
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(8) VICTIM
SERVICES
ORGANIZATION.—The 
term ‘‘victim services organization’’ means a non-
profit, nongovernmental organization that provides 
assistance to victims of domestic violence, sexual as-
sault, or stalking or advocates for such victims, in-
cluding a rape crisis center, an organization carrying 
out a domestic violence, sexual assault, or stalking 
prevention or treatment program, an organization 
operating a shelter or providing counseling services, 
or a legal services organization or other organization 
providing assistance through the legal process. 
(b) EARNED PAID SICK TIME.— 
(1) EARNING OF TIME.— 
(A) IN GENERAL.—An employer shall pro-
vide each domestic employee employed by the 
employer not less than 1 hour of earned paid 
sick time for every 30 hours worked, to be used 
as described in paragraph (2). An employer 
shall not be required to permit a domestic em-
ployee to earn, under this subsection, more than 
56 hours of paid sick time in a calendar year, 
unless the employer chooses to set a higher 
limit. 
(B) DATES FOR BEGINNING TO EARN PAID 
SICK TIME AND USE.— 
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(i) IN
GENERAL.—A domestic em-
ployee— 
(I) shall begin to earn paid sick 
time under this subsection at the com-
mencement of their employment; and 
(II) except as provided in clause 
(ii), may use that earned paid sick 
time in accordance with this sub-
section. 
(ii) WAITING
PERIOD
FOR
USE
OF 
EARNED PAID SICK TIME.— 
(I) IN GENERAL.—Except as pro-
vided in subclause (II) and subpara-
graph (F), a domestic employee may 
not use any paid sick time earned 
under this subsection before the day 
that is the 60th calendar day after 
commencement of the domestic em-
ployee’s employment. 
(II) ADVANCE FOR SICK TIME.— 
An employer may— 
(aa) loan paid sick time to a 
domestic employee employed by 
the employer for use by such do-
mestic employee in advance of 
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the domestic employee earning 
such sick time; and 
(bb) notwithstanding sub-
clause (I), permit use of earned 
sick time by a domestic employee 
before the 60th day of employ-
ment of the domestic employee. 
(C) CARRYOVER.—Paid sick time earned 
under this subsection shall carry over from one 
year to the next. 
(D) EMPLOYERS
WITH
EXISTING
POLI-
CIES.—Any employer with a paid leave policy 
who makes available an amount of paid leave 
that is sufficient to meet the requirements of 
this subsection and that may be used for the 
same purposes and under the same conditions 
as the purposes and conditions outlined in para-
graph (2) shall not be required to permit a do-
mestic employee employed by the employer to 
earn additional paid sick time under this sub-
section. 
(E) CONSTRUCTION.—Nothing in this sub-
section shall be construed as requiring financial 
or other reimbursement to a domestic employee 
from an employer upon the domestic employee’s 
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termination, resignation, retirement, or other 
separation from employment with the employer 
for earned paid sick time that has not been 
used. 
(F) REINSTATEMENT.—If a domestic em-
ployee is separated from employment with an 
employer and is rehired for employment, within 
12 months after that separation, by the same 
employer, the employer shall reinstate the do-
mestic employee’s previously earned paid sick 
time. Notwithstanding subparagraph (B)(ii)(I), 
the domestic employee shall be entitled to use 
the earned paid sick time and earn additional 
paid sick time at the recommencement of em-
ployment with the employer. 
(G) PROHIBITION.—An employer may not 
require, as a condition of providing paid sick 
time under this subsection, that the domestic 
employee involved search for or find a replace-
ment to cover the hours during which the do-
mestic employee is using paid sick time. 
(2) USES.—Paid sick time earned under this 
subsection may be used by a domestic employee for 
any of the following: 
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(A) An absence resulting from a physical 
or mental illness, injury, or medical condition of 
the domestic employee. 
(B) An absence resulting from obtaining 
professional medical diagnosis or care, or pre-
ventive medical care, for the domestic employee. 
(C) An absence for the purpose of caring 
for a child, a parent, a spouse, a domestic part-
ner, or any other individual related by blood or 
affinity whose close association with the domes-
tic employee is the equivalent of a family rela-
tionship, who— 
(i) has any of the conditions or needs 
for diagnosis or care described in subpara-
graph (A) or (B); 
(ii) is required to attend— 
(I) in the case of someone who is 
a child, a school meeting; or 
(II) a meeting at a place where 
the child, parent, spouse, domestic 
partner, or such other individual is re-
ceiving care necessitated by a health 
condition or disability of the child, 
parent, spouse, domestic partner, or 
such other individual. 
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(iii) is in need of care and is typically 
cared for by an individual who is unable to 
provide care because the individual has any 
of the conditions or needs for diagnosis or 
care described in subparagraph (A) or (B); 
or 
(iv) is otherwise in need of care. 
(D) An absence resulting from domestic vi-
olence, sexual assault, or stalking, if the time is 
to— 
(i) seek medical attention for the do-
mestic employee or a child, parent, spouse, 
domestic partner, or another individual re-
lated to the domestic employee as de-
scribed in subparagraph (C), to recover 
from physical or psychological injury or 
disability caused by domestic violence, sex-
ual assault, or stalking; 
(ii) obtain or assist a child, a parent, 
a spouse, a domestic partner, or such other 
individual in obtaining services from a vic-
tim services organization; 
(iii) obtain or assist a child, a parent, 
a spouse, a domestic partner, or such other 
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individual in obtaining psychological or 
other counseling; 
(iv) seek relocation; or 
(v) take legal action, including pre-
paring for or participating in any civil or 
criminal legal proceeding related to or re-
sulting from domestic violence, sexual as-
sault, or stalking. 
(3) PROCEDURES.— 
(A) IN GENERAL.—Paid sick time shall be 
provided upon the oral or written request of a 
domestic employee. Such request shall— 
(i) include the expected duration of 
the period of such time; and 
(ii) be— 
(I) in a case in which the need 
for such period of time is foreseeable 
at least 7 days in advance of such pe-
riod, provided at least 7 days in ad-
vance of such period; or 
(II) otherwise, provided as soon 
as practicable after the domestic em-
ployee is aware of the need for such 
period. 
(B) CERTIFICATION IN GENERAL.— 
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(i) PROVISION.— 
(I) IN
GENERAL.—Subject to 
clause (iv), an employer may require 
that a request for paid sick time 
under this subsection for a purpose 
described in subparagraph (A), (B), 
or (C) of paragraph (2) be supported 
by a certification issued by the health 
care provider of the eligible domestic 
employee or of an individual described 
in paragraph (2)(C), as appropriate, if 
the period of such time covers more 
than 3 consecutive workdays. 
(II) TIMELINESS.—The domestic 
employee shall provide a copy of such 
certification to the employer in a 
timely manner, not later than 30 days 
after the first day of the period of 
time. The employer shall not delay the 
commencement of the period of time 
on the basis that the employer has not 
yet received the certification. 
(ii) SUFFICIENT
CERTIFICATION.—A 
certification provided under clause (i) shall 
be sufficient if it states— 
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(I) the date on which the period 
of paid sick time will be needed; 
(II) the probable duration of the 
period of time; 
(III) for purposes of paid sick 
time under paragraph (2)(A), a state-
ment that absence from work is medi-
cally necessary; 
(IV) for purposes of such time 
under paragraph (2)(B), the dates on 
which testing for a medical diagnosis 
or care is expected to be given the du-
ration of such testing or care; and 
(V) for purposes of such time 
under paragraph (2)(C), in the case of 
time to care for someone who is not a 
child, a statement that care is needed 
for an individual described in such 
paragraph, and an estimate of the 
amount of time that such care is 
needed for such individual. 
(iii) REGULATIONS.—The Secretary 
shall prescribe regulations that shall speci-
fy the manner in which a domestic em-
ployee who does not have health insurance 
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shall provide a certification for purposes of 
this subparagraph. 
(iv) CONFIDENTIALITY
AND
NON-
DISCLOSURE.— 
(I) PROTECTED HEALTH INFOR-
MATION.—Nothing in this section 
shall be construed to require a health 
care provider to disclose information 
in violation of section 1177 of the So-
cial Security Act (42 U.S.C. 1320d–6) 
or the regulations promulgated pursu-
ant to section 264(c) of the Health 
Insurance Portability and Account-
ability Act of 1996 (42 U.S.C. 
1320d–2 note). 
(II) 
HEALTH
INFORMATION 
RECORDS.—If an employer possesses 
health information about a domestic 
employee or a domestic employee’s 
child, parent, spouse, or domestic 
partner or another individual related 
to the domestic employee as described 
in paragraph (2)(C), such information 
shall— 
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(aa) be maintained on a sep-
arate form and in a separate file 
from other personnel informa-
tion; 
(bb) be treated as a con-
fidential medical record; and 
(cc) not be disclosed except 
to the affected domestic employee 
or with the permission of the af-
fected domestic employee. 
(C) CERTIFICATION IN THE CASE OF DO-
MESTIC
VIOLENCE, 
SEXUAL
ASSAULT, 
OR 
STALKING.— 
(i) IN GENERAL.—An employer may 
require that a request for paid sick time 
under this subsection for a purpose de-
scribed in paragraph (2)(D) be supported 
by a form of documentation described in 
clause (ii) if the period of such time covers 
more than 3 consecutive workdays. 
(ii) FORM
OF
DOCUMENTATION.—A 
form of documentation described in this 
subparagraph is any one of the following: 
(I) A police report indicating that 
the domestic employee, or individual 
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described in paragraph (2)(D), was a 
victim of domestic violence, sexual as-
sault, or stalking. 
(II) A court order protecting or 
separating the domestic employee, or 
individual described in paragraph 
(2)(D), from the perpetrator of an act 
of domestic violence, sexual assault, or 
stalking, or other evidence from the 
court or prosecuting attorney that the 
domestic employee, or individual de-
scribed in paragraph (2)(D), has ap-
peared in court or is scheduled to ap-
pear in court in a proceeding related 
to domestic violence, sexual assault, or 
stalking. 
(III) Other documentation signed 
by an employee or volunteer working 
for a victim services organization, an 
attorney, a police officer, a medical 
professional, a social worker, an 
antiviolence counselor, or a member of 
the clergy, affirming that the domestic 
employee, or individual described in 
paragraph (2)(D), is a victim of do-
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mestic violence, sexual assault, or 
stalking. 
(iii) REQUIREMENTS.—The require-
ments of subparagraph (B) shall apply to 
certifications under this paragraph, except 
that— 
(I) subclauses (III) through (V) 
of clause (ii) of such subparagraph 
shall not apply; 
(II) the certification shall state 
the reason that the leave is required 
with the facts to be disclosed limited 
to the minimum necessary to establish 
a need for the domestic employee to 
be absent from work, and the domes-
tic employee shall not be required to 
explain the details of the domestic vio-
lence, sexual assault, or stalking in-
volved; and 
(III) with respect to confiden-
tiality under clause (iv) of such sub-
paragraph, any information provided 
to the employer under this subpara-
graph shall be confidential, except to 
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the extent that any disclosure of such 
information is— 
(aa) requested or consented 
to in writing by the domestic em-
ployee; or 
(bb) otherwise required by 
applicable Federal or State law. 
(iv) SPECIFICATION OF DOCUMENTA-
TION.—An employer may not specify which 
of the forms of documentation described in 
subclause (I), (II), or (III) of clause (ii) is 
required to be provided in order to satisfy 
the requirement under clause (i). 
(c) CONSTRUCTION AND APPLICATION.— 
(1) EFFECT ON OTHER LAWS.— 
(A) FEDERAL AND STATE ANTI-DISCRIMI-
NATION LAWS.—Nothing in this section shall be 
construed to modify or affect any Federal or 
State law prohibiting discrimination on the 
basis of race, religion, color, national origin, sex 
(including sexual orientation and gender iden-
tity), age, disability, marital status, familial sta-
tus, or any other protected status. 
(B) STATE AND LOCAL LAWS.—Nothing in 
this section shall be construed to supersede (in-
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cluding preempting) any provision of any State 
or local law that provides greater paid sick time 
or leave rights (including greater amounts of 
paid sick time or leave or greater coverage of 
those eligible for paid sick time or leave) than 
the rights established under this section. 
(2) EFFECT ON EXISTING EMPLOYMENT BENE-
FITS.— 
(A) MORE PROTECTIVE.—Nothing in this 
section shall be construed to diminish the obli-
gation of an employer to comply with any con-
tract, collective bargaining agreement, or em-
ployment benefit program or plan that provides 
greater paid sick leave or other leave rights to 
domestic employees or other individuals than 
the rights established under this section. 
(B) LESS PROTECTIVE.—The rights estab-
lished for domestic employees under this section 
shall not be diminished by any contract, any 
collective bargaining agreement, or any employ-
ment benefit program or plan. 
(d) EFFECTIVE DATE.—This section, other than sub-
section (b)(4)(B)(iii), takes effect 2 years after the date 
of enactment of this Act. 
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SEC. 112. FAIR SCHEDULING PRACTICES. 
(a) DEFINITIONS.—In this section: 
(1) COVERED DOMESTIC EMPLOYEE.—The term 
‘‘covered domestic employee’’ has the meaning given 
the term in section 110(a). 
(2) SCHEDULED
WORK
HOURS.—The term 
‘‘scheduled work hours’’ means the hours on a speci-
fied day during which a domestic employee is, 
through a written agreement or schedule, required 
by the employer of the domestic employee to perform 
domestic services for the employer and for which the 
domestic employee will receive compensation for such 
services. 
(b) REQUIREMENT FOR NOTICE OF COVERED DO-
MESTIC EMPLOYEE.—In the case of a covered domestic 
employee of an employer, the employer shall provide the 
covered domestic employee notice of the scheduled work 
hours of such employee through— 
(1) a written agreement described in subclause 
(I) of section 110(d)(1)(F)(iv) regarding a schedule 
of the time of day and the days of the week the cov-
ered domestic employee is expected to work for the 
employer each week; or 
(2) a schedule agreed upon by the employer and 
the covered domestic employee provided in the 
amount of time specified in accordance with a writ-
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ten agreement described in subclause (II) of such 
section, regarding a good faith estimate of the time 
of day and the days of the week that the covered do-
mestic employee is expected to work for the em-
ployer. 
(c) REQUIREMENTS FOR CHANGES TO SCHEDULED 
WORK HOURS AND REPORTING TIME PAY.—An employer 
shall— 
(1) communicate in writing (which may be in 
an electronic form) any change to the scheduled 
work hours of each domestic employee of the em-
ployer, including any on-call shifts, not less than 72 
hours before the domestic employee is scheduled to 
begin work; and 
(2) pay each domestic employee of the em-
ployer— 
(A) the regular rate of pay of the domestic 
employee for any scheduled work hours the do-
mestic employee does not work due to the em-
ployer canceling or reducing the scheduled work 
hours of the domestic employee after the do-
mestic employee arrives to work for the sched-
uled work hours; or 
(B) at a rate of 1⁄2 of the regular rate of 
pay of the domestic employee for any scheduled 
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work hours the domestic employee does not 
work due to the employer canceling or reducing 
the scheduled work hours of the domestic em-
ployee at a time that is less than 72 hours prior 
to the commencement of such scheduled work 
hours, unless the employer— 
(i) is an individual with a disability 
relying on the domestic employee for dis-
ability supports and services (or an em-
ployer supporting an individual with a dis-
ability); and 
(ii) requests the domestic employee to 
consent to work alternative, equivalent 
scheduled work hours within a 7-day pe-
riod and the employee consents to work 
such alternative, equivalent hours. 
(d) RIGHT TO DECLINE SCHEDULE CHANGES.— 
(1) IN GENERAL.—If an employer intends to 
schedule a covered domestic employee for work dur-
ing hours that are identified as hours in which the 
employee can typically expect to be scheduled as off 
from work in accordance with the written agreement 
under section 110(d)(1)(F)(iv)(I) or are identified as 
hours outside of the good faith estimate under sec-
tion 110(d)(1)(F)(iv)(II)(cc), the employer shall ob-
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tain the written consent of the covered domestic em-
ployee to work such hours prior to the commence-
ment of such work. 
(2) CONSENT.—A covered domestic employee 
may provide written consent under paragraph (1) in 
an electronic format. 
(e) EXCEPTIONS.— 
(1) IN GENERAL.—Notwithstanding any provi-
sion in this section, the requirements under sub-
section (c) shall not apply— 
(A) during any period in which the oper-
ations of the employer cannot begin or continue 
due to— 
(i) a fire, flood, or other natural dis-
aster; 
(ii) a major disaster or emergency de-
clared by the President under section 401 
or 501, respectively, of the Robert T. Staf-
ford Disaster Relief and Emergency Assist-
ance Act (42 U.S.C. 5170, 5191) or a 
state of emergency declared by a Governor 
of a State or chief official of a unit of local 
government; or 
(iii) a severe weather condition that 
poses a threat to employee safety; or 
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(B) in a case in which— 
(i) the domestic employee voluntarily 
requested in writing a change to the sched-
uled work hours of the employee; or 
(ii) the employer changes the sched-
uled work hours of a domestic employee 
due to— 
(I) a medical emergency requir-
ing the emergency medical treatment 
or hospitalization of the individual for 
whom the domestic employee is per-
forming domestic services or a child, a 
parent, a spouse, or a domestic part-
ner of such individual or any other in-
dividual related by blood or affinity 
whose close association with such indi-
vidual is the equivalent of a family re-
lationship; or 
(II) the risk of contagion or a 
quarantine requirement related to a 
public 
health 
emergency 
declared 
under section 319 of the Public 
Health Service Act (42 U.S.C. 247d). 
(2) SHARED LIVING ARRANGEMENT.—Notwith-
standing any provision in this section, the require-
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ments under this section shall not apply to a shared 
living arrangement. 
(f) EFFECTIVE DATE.—This section shall take effect 
on the date that is 2 years after the date of enactment 
of this Act. 
SEC. 113. RIGHT TO REQUEST AND RECEIVE TEMPORARY 
CHANGES TO SCHEDULED WORK HOURS DUE 
TO PERSONAL EVENTS. 
(a) DEFINITIONS.—In this section: 
(1) COVERED DOMESTIC EMPLOYEE.—The term 
‘‘covered domestic employee’’ has the meaning given 
the term in section 110(a). 
(2) DOMESTIC VIOLENCE.—The term ‘‘domestic 
violence’’ has the meaning given the term in section 
111(a). 
(3) PERSONAL
EVENT.—The term ‘‘personal 
event’’, with respect to a covered domestic employee, 
means— 
(A) an event resulting in the need of the 
covered domestic employee to serve as a care-
giver for an individual related to the covered 
domestic employee by blood or affinity or whose 
close association with the covered domestic em-
ployee is the equivalent of a family relationship; 
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(B) an event resulting from the obligation 
of a covered domestic employee to attend a legal 
proceeding or hearing for subsistence benefits, 
including benefits under the Supplemental Nu-
trition Assistance Program established under 
the Food and Nutrition Act of 2008 (7 U.S.C. 
2011 et seq.) or under a State program for 
Temporary Assistance for Needy Families es-
tablished under part A of title IV of the Social 
Security Act (42 U.S.C. 601 et seq.), to which 
the employee, or an individual related to the 
employee as described in subparagraph (A), is 
a party or witness; or 
(C) any circumstance that would constitute 
a basis for permissible use of safe time or fam-
ily, medical, or sick leave, as determined based 
on the policy of the employer of the covered do-
mestic employee. 
(4) SAFE TIME.—The term ‘‘safe time’’, with 
respect to a covered domestic employee, means an 
absence from work of the employee resulting from 
domestic violence, sexual assault, or stalking, if the 
absence is to— 
(A) seek medical attention for the em-
ployee or a child, parent, spouse, or domestic 
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partner of the employee, or any other individual 
related to the employee by blood or affinity 
whose close association with the employee is the 
equivalent of a family relationship, in order to 
recover from physical or psychological injury or 
disability caused by domestic violence, sexual 
assault, or stalking; 
(B) obtain, or assist a child, parent, 
spouse, domestic partner, or other individual 
described in subparagraph (A) in obtaining, 
services from a victim services organization; 
(C) obtain, or assist a child, parent, 
spouse, domestic partner, or other individual 
described in subparagraph (A) in obtaining, 
psychological or other counseling; 
(D) seek relocation for the employee or a 
child, parent, spouse, domestic partner, or other 
individual described in subparagraph (A); or 
(E) take legal action, including preparing 
for or participating in any civil or criminal legal 
proceeding related to or resulting from domestic 
violence, sexual assault, or stalking, of the em-
ployee or a child, parent, spouse, domestic part-
ner, or other individual described in subpara-
graph (A). 
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(5) SCHEDULED
WORK
HOURS.—The term 
‘‘scheduled work hours’’ has the meaning given such 
term in section 112(a), except that references in 
such section to the term ‘‘domestic employee’’ shall 
be deemed to be a reference to the term ‘‘covered 
domestic employee’’. 
(6) SEXUAL ASSAULT; STALKING.—The terms 
‘‘sexual assault’’ and ‘‘stalking’’ have the meanings 
given such terms in section 111(a). 
(7) TEMPORARY
CHANGE.—The term ‘‘tem-
porary change’’, with respect to a change in the 
scheduled work hours of a covered domestic em-
ployee, means a limited alteration in the hours or 
dates that, or locations where, a employee is sched-
uled to work, including such an alteration involving 
using paid time off, trading work hours with another 
individual, shifting work hours, or using short-term 
unpaid leave. 
(b) REQUEST.— 
(1) IN GENERAL.—In accordance with this sub-
section, for each calendar year, an employer shall, 
upon request of a covered domestic employee of the 
employer, grant to the covered domestic employee 
not less than— 
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(A) 2 requests for a temporary change, 
covering not more than 1 workday per request, 
to the scheduled work hours of the employee 
due to a personal event; or 
(B) 1 request for a temporary change, cov-
ering not more than 2 workdays, to the sched-
uled work hours of the employee due to a per-
sonal event. 
(2) NOTIFICATION OF REQUEST.— 
(A) IN GENERAL.—A covered domestic em-
ployee who requests a temporary change to the 
scheduled work hours of the employee due to a 
personal event under this subsection shall— 
(i) notify the employer or direct su-
pervisor of such employee, as soon as the 
employee becomes aware of the need for 
the temporary change and inform the em-
ployer or supervisor that the change is due 
to a personal event; and 
(ii) unless the employee seeks leave 
without pay, make a proposal regarding 
how the covered domestic employee will 
make the temporary change to the sched-
uled work hours of the employee (such as 
by using the any earned paid time off of 
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the domestic employee or by trading work 
hours). 
(B) FORMAT OF NOTIFICATION.—A notifi-
cation under subparagraph (A)(i) need not be 
in writing. 
(c) EFFECTIVE DATE.—This section shall take effect 
on the date that is 2 years after the date of enactment 
of this Act. 
SEC. 114. PRIVACY. 
(a) IN GENERAL.—An employer shall not— 
(1) monitor or record a domestic employee of 
the employer while such domestic employee is— 
(A) using restroom or bathing facilities; 
(B) in the private living quarters of the 
employee; or 
(C) engaging in any activities associated 
with the dressing, undressing, or changing of 
clothes of the employee; 
(2) subject to subsection (b), restrict or inter-
fere with, or monitor, the private communications of 
such domestic employee; or 
(3) take possession of any documents or other 
personal effects of such domestic employee. 
(b) 
PRIVATE
COMMUNICATIONS.—An 
employer 
may— 
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(1) restrict, interfere with, or monitor the pri-
vate communications of a domestic employee of the 
employer if the employer has a reasonable belief that 
such communications significantly interfere with the 
domestic employee’s performance of expected duties; 
and 
(2) establish reasonable restrictions on the pri-
vate communications of the domestic employee while 
such employee is performing domestic services for 
the employer. 
(c) RELATION TO OTHER LAWS.—This section shall 
not preclude liability under any other law. 
(d) DEFINITION OF PRIVATE COMMUNICATIONS.—In 
this section, the term ‘‘private communications’’ means 
any communication through telephone or internet services, 
including sending and receiving communications by text 
message, social media, electronic mail, and telephone, with 
an entity or individual other than the employer. 
SEC. 115. BREAKS FOR MEALS AND REST. 
(a) MEAL BREAKS.— 
(1) IN GENERAL.—Except as provided in sub-
section (c), an employer shall not require a domestic 
employee to work more than 5 hours for such em-
ployer without an uninterrupted meal break of not 
less than 30 minutes. The number of hours worked 
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by a domestic employee for purposes of this para-
graph shall be calculated without regard to any rest 
break the employee takes and to which the employee 
has a right under subsection (b). 
(2) RATE OF PAY.—An employer shall pay a 
domestic employee for a meal break under para-
graph (1) at the regular rate of pay of the domestic 
employee unless the domestic employee is relieved of 
all duty for not less than 30 minutes during the 
meal break and is permitted to leave the work site 
during such break. 
(3) PAID MEAL BREAK.—Except as provided in 
subsection (c), for any paid meal break required 
under paragraph (1), an employer shall— 
(A) provide a reasonable opportunity for a 
domestic employee of the employer to take such 
break for a period of uninterrupted time that is 
not less than 30 minutes; and 
(B) not impede or discourage such a do-
mestic employee from taking such meal break. 
(b) REST BREAKS.— 
(1) IN GENERAL.—Except as provided in sub-
section (c), for every 4 hours of work that a domes-
tic employee is scheduled to perform for the em-
ployer, the employer shall allow the employee a rest 
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break of not less than 10 uninterrupted minutes in 
which the domestic employee is relieved of all duties 
related to providing domestic services to the em-
ployer. The employer shall allow such rest break to 
occur during the first 3 hours of consecutive work 
performed by the employee for the employer. 
(2) RATE OF PAY.—An employer shall pay a 
domestic employee for all rest breaks under para-
graph (1) at the regular rate of pay of the employee. 
The employer shall not impede or discourage a do-
mestic employee from taking such breaks. 
(c) EXCEPTIONS.— 
(1) 
IN
GENERAL.—Subject 
to 
paragraph 
(2)(B), a domestic employee may not have the right 
to a meal break under subsection (a), or a rest 
break under subsection (b), in a case in which the 
safety of an individual under the care of the domes-
tic employee prevents the domestic employee from 
taking such break. 
(2) ON-DUTY BREAKS.— 
(A) DEFINITION
OF
ON-DUTY.—In this 
subsection, the term ‘‘on-duty break’’, with re-
spect to a meal break under subsection (a) or 
a rest break under subsection (b), means a 
break in which the domestic employee— 
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(i) is not relieved of all duties of the 
employee for the employer; and 
(ii) may, to the extent possible given 
the duties of the domestic employee for the 
employer, engage in personal activities, 
such as resting, eating a meal, drinking a 
beverage, making a personal telephone call, 
or making other personal choices. 
(B) AUTHORIZATION.—In a case described 
in paragraph (1), the domestic employee may 
still take an on-duty meal or rest break under 
subsection (a) or (b), respectively, if— 
(i) the nature of the work prevents a 
domestic employee from being relieved of 
all duties required of the domestic em-
ployee for the employer; and 
(ii) the domestic employee and the 
employer agree to such an on-duty meal or 
rest break in a written agreement, which 
shall include a provision allowing the do-
mestic employee to, in writing, revoke the 
agreement at any time. 
(C) RATE
OF
PAY.—An employer shall 
compensate a domestic employee for the time of 
an on-duty meal or rest break under this para-
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graph at the regular rate of pay of the em-
ployee for the employer. 
(3) SHARED LIVING ARRANGEMENT.—The re-
quirements under this section shall not apply in the 
case of a shared living arrangement. 
SEC. 116. UNFAIR WAGE DEDUCTIONS FOR CASH SHORT-
AGES, BREAKAGES, LOSS, OR MODES OF COM-
MUNICATION. 
(a) IN GENERAL.—An employer may not make any 
deduction from the wage of, or require any reimbursement 
from, a domestic employee of the employer for— 
(1) any cash shortage of the employer; or 
(2) breakage or loss of the employer’s equip-
ment or other belongings. 
(b) COMMUNICATIONS.—An employer may not make 
any deduction from the wage of, or otherwise penalize, a 
domestic employee of the employer for communicating 
with a consumer of domestic services directly as opposed 
to communicating through an application or other mes-
saging service provided by an on-demand platform or oth-
erwise required by the employer. 
(c) VIOLATION.—Any deduction or reimbursement in 
violation of subsection (a) or (b) shall be deemed an un-
paid wage for purposes of enforcement under section 118, 
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and the domestic employee shall have the right to recover 
such wage in accordance with such section. 
SEC. 117. PROHIBITED ACTS. 
(a) INTERFERENCE WITH RIGHTS.—It shall be un-
lawful for any person to interfere with, restrain, coerce, 
or deny any other person the exercise of, or the attempt 
to exercise, any right provided under this subtitle, includ-
ing— 
(1) discharging or in any manner discrimi-
nating against (including retaliating against) any 
domestic employee for— 
(A) exercising, or attempting to exercise, 
any right provided under this subtitle; or 
(B) engaging in concerted activities for the 
purpose of collective bargaining or other mutual 
aid or protection, regardless of whether such ac-
tivities are with domestic employees of different 
employers or domestic employees at different 
worksites; and 
(2) discriminating against any domestic em-
ployee by using the exercise of a right provided 
under this subtitle as a negative factor in an employ-
ment action, such as an action involving hiring, pro-
motion, or changing work hours or number of shifts, 
or a disciplinary action. 
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(b) RETALIATION PROTECTION.—It shall be unlawful 
for any employer to discharge, demote, suspend, reduce 
the work hours of, take any other adverse employment ac-
tion against, threaten to take an adverse employment ac-
tion against, or in any other manner discriminate against 
a domestic employee with respect to compensation, terms, 
conditions, or privileges of employment because the domes-
tic employee (or any person acting pursuant to the request 
of the domestic employee), whether at the initiative of the 
domestic employee or in the ordinary course of the domes-
tic employee’s duties— 
(1) opposes any practice made unlawful under 
this subtitle; 
(2) asserts any claim or right under this sub-
title; 
(3) assists a domestic employee in asserting 
such claim or right; 
(4) informs any domestic employee about this 
subtitle; 
(5) requests a change to the written agreement 
described in section 110; 
(6) requests a change in scheduled work hours 
described in section 112, or any other schedule 
change, without regard to the eligibility of such do-
mestic employee to receive any such change; 
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