hold on there's just too much going on in Congress lmao...
Defines temporary healthcare providers as independent contractors for federal law.
Rep. Carter (R, GA) introduced.
Introduced, no House vote yet.
This bill clarifies that temporary healthcare providers, called 'locum tenens' physicians and advanced care practitioners, are generally considered independent contractors under various federal laws like labor and anti-discrimination statutes. This classification applies unless they have a written agreement for an employer-employee relationship. Representative Carter, a Republican from Georgia, introduced this bill which is now waiting for review in several House committees.
Introduced Feb 25, 2026
This bill has been introduced in the House of Representatives and referred to multiple committees, including Education and Workforce, Energy and Commerce, Oversight and Government Reform, and House Administration. For it to become law, it would need to pass through these committees, get a vote in the full House, then pass the Senate, and finally be signed by the President.
If passed, individuals working as temporary (locum tenens) doctors, physician assistants, or nurse practitioners would be formally recognized as independent contractors under federal labor laws. This means laws concerning employee rights, such as the Fair Labor Standards Act or the Family and Medical Leave Act, would not typically apply to them. However, it specifically states that it does not change their tax obligations, Social Security benefits, or eligibility for Medicare/Medicaid programs.
Supporters Say
Advocates say it provides clarity and flexibility for temporary healthcare providers and facilities.
Critics Say
Critics might argue it could limit protections for some healthcare workers under federal labor laws.
Proponents of the bill likely emphasize that it clears up ambiguities surrounding the employment status of locum tenens professionals, making it easier for healthcare facilities, especially in rural and underserved areas, to utilize their services without facing employer-related compliance issues. On the other hand, opponents could raise concerns that by classifying these professionals as independent contractors, they might lose certain federal employee protections related to wages, working conditions, and anti-discrimination laws.