Reporting on up to 20 of the bills shown here. This is a sample, and coverage may be incomplete.
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Menopausal Workers’ Fairness Act of 2026Congress · HR 9671 · Last action Jul 14, 2026 · Official record (opens in a new tab)The bill applies to employers with 15 or more employees, as well as certain government and congressional offices, and defines menopause and related symptoms broadly to ensure expansive coverage.Latest action: Referred to the Committee on Education and Workforce, and in addition to the Committees on House Administration, Oversight and Government Reform, and the Judiciary, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.Referred
Controlled Substances Act Clarification in Sciences Act of 2026Congress · HR 9186 · Last action Jun 8, 2026 · Official record (opens in a new tab)The bill affects federal drug scheduling processes, healthcare practitioners, researchers, and regulators by clarifying terms like “accepted medical use,” “dependence liability,” and “potential for abuse” to ensure scheduling decisions are evidence-based and balanced.Latest action: Referred to the Committee on Energy and Commerce, and in addition to the Committee on the Judiciary, for a period to be subsequently determined by the Speaker, in each case for consideration of such provisions as fall within the jurisdiction of the committee concerned.Referred
Modern Worker Security ActCongress · HR 1320 · Last action Feb 20, 2026 · Official record (opens in a new tab)The bill applies broadly to all federal laws governing employment status and defines “benefit” to include both employer-provided and individually funded contributions tied to work performance.Latest action: Placed on the Union Calendar, Calendar No. 432.Calendar
Modern Worker Empowerment ActCongress · HR 1319 · Last action Feb 20, 2026 · Official record (opens in a new tab)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.Latest action: Placed on the Union Calendar, Calendar No. 431.Calendar
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