hold on there's just too much going on in Congress lmao...
Adds job-protected leave for a child's death to FMLA.
Rep. Schneider (D, IL) and bipartisan co-sponsors.
Introduced in House, awaiting committee review.
This bill updates the Family and Medical Leave Act (FMLA) to allow eligible employees to take time off from work following the death of a son or daughter, removing the previous age restrictions for the child in this specific context. It was introduced in 2026 by Representative Brad Schneider, a Democrat from Illinois, along with bipartisan co-sponsors including Representative Fitzpatrick. Currently, the bill has been referred to several House committees for review and has not yet been voted on by the full House.
Introduced Apr 6, 2026
The bill was introduced in the House of Representatives on April 6, 2026. It has been assigned to the Committees on Education and Workforce, Oversight and Government Reform, and House Administration for consideration. For the bill to advance, these committees must review and approve it before it can be considered for a vote by the full House. If passed by the House, it would then move to the Senate.
If this bill becomes law, eligible employees would be able to take job-protected leave under the FMLA specifically because of the death of a son or daughter, regardless of the child's age. This new entitlement to leave would last for up to 12 months following the child's death. Employers would also have the right to request certification, such as a death certificate, to support the leave request, and employees would need to provide reasonable notice if the need for leave is foreseeable.
Supporters Say
Supporters argue it provides crucial job security for grieving parents during an extremely difficult time.
Critics Say
Critics might raise concerns about potential administrative burdens on employers, despite certification requirements.
Those in favor of the bill would likely highlight the compassionate aspect of offering job-protected leave to parents coping with the unimaginable loss of a child, allowing them time to grieve without added financial stress. Potential critics might point to the impact on businesses, particularly small employers, and the need for clear guidelines for managing such leave, though the bill does include provisions for certification and employee notice.