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This bill specifies a legal standard for determining whether an individual is considered an independent contractor rather than an employee for the purposes of federal labor laws that address issues such as the federal minimum wage, overtime compensation, and collective bargaining. The rights and protections provided by these laws exclusively apply to employees. Under the bill, an individual is considered an independent contractor if (1) another individual or entity does not exercise significant control over the details of how the individual's work is performed, without regard to any control the other individual or entity may exercise over the final result of the work performed; and (2) while performing such work, the individual has opportunities and risks inherent with entrepreneurship (for example, the discretion to exercise professional judgment). The bill also sets forth factors that may not be used to determine whether an individual is an employee. Specifically, factors such as whether another individual or entity requires the individual to meet certain legal, health and safety, insurance, or performance requirements may not be used to make such a determination.
Introduced
Feb 13, 2025
Last Action
Feb 20, 2026
Session
119th Congress
Sponsors
1 primary · 23 co
Passage Probability
27% — Moderate
Reported (Amended) by the Committee on Education and Workforce. H. Rept. 119-505.
Placed on the Union Calendar, Calendar No. 431.
Committee Consideration and Mark-up Session Held
Ordered to be Reported in the Nature of a Substitute by the Yeas and Nays: 19 - 16.
Introduced in House
Referred to the House Committee on Education and Workforce.
Get a plain-English explanation of what this bill does, who it affects, and why it matters.
27%
Estimate based on legislative signals
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Upgrade to ProPlaced on the Union Calendar, Calendar No. 431.