Thirty-Two Hour Workweek Act
Latest action (8 Sep 2026): Introduced
What this bill does
The Thirty-Two Hour Workweek Act would amend the Fair Labor Standards Act of 1938 to lower the standard threshold for overtime pay from 40 hours per week to 32 hours per week. Employers would generally have to pay time-and-a-half for hours worked beyond 32 in a week, and the bill also sets daily overtime rules: time-and-a-half for hours worked beyond 8 in a day up to 12, and double pay for hours beyond 12 in a day. Certain employees currently covered by an existing 40-hour standard would transition gradually, with the workweek threshold dropping from 38 to 36 to 34 hours over a phase-in period before reaching 32 hours in year three. The bill also bars employers from cutting total pay or benefits as a result of employees becoming newly covered by these lower thresholds.
The bill affects employers and employees covered by the FLSA's overtime provisions, particularly those currently working close to or beyond 32–40 hours per week. It aims to reduce standard full-time hours while preserving pay and benefit levels for affected workers as new overtime rules phase in.
Introduced September 8, 2026, by Rep. Mark Takano with several cosponsors, the bill has been referred to the House Committee on Education and Workforce. It has not yet received a committee vote, floor vote, or further action, and would need to pass both the House and Senate and be signed by the President before taking effect.
Plain-English summary generated by Bill100 AI from the official record. Always verify against the source below.
Official summary
This bill is in the first stage of the legislative process. It was introduced into Congress on September 8, 2026. It will typically be considered by committee next before it is possibly sent on to the House or Senate as a whole.
Common questions
- What does H.R. 10323 do?
- The Thirty-Two Hour Workweek Act would amend the Fair Labor Standards Act of 1938 to lower the standard threshold for overtime pay from 40 hours per week to 32 hours per week. Employers would generally have to pay time-and-a-half for hours worked beyond 32 in a week, and the bill also sets daily overtime rules: time-and-a-half for hours worked beyond 8 in a day up to 12, and double pay for hours beyond 12 in a day. Certain employees currently covered by an existing 40-hour standard would transition gradually, with the workweek threshold dropping from 38 to 36 to 34 hours over a phase-in period before reaching 32 hours in year three. The bill also bars employers from cutting total pay or benefits as a result of employees becoming newly covered by these lower thresholds. The bill affects employers and employees covered by the FLSA's overtime provisions, particularly those currently working close to or beyond 32–40 hours per week. It aims to reduce standard full-time hours while preserving pay and benefit levels for affected workers as new overtime rules phase in. Introduced September 8, 2026, by Rep. Mark Takano with several cosponsors, the bill has been referred to the House Committee on Education and Workforce. It has not yet received a committee vote, floor vote, or further action, and would need to pass both the House and Senate and be signed by the President before taking effect.
- Has H.R. 10323 become law?
- Not yet. As of 8 Sep 2026, H.R. 10323 is introduced.
- Who sponsored H.R. 10323?
- H.R. 10323 was sponsored by Rep. Mark Takano [D-CA39] (Democrat-CA), with 6 cosponsors.
- What's the latest action on H.R. 10323?
- Introduced (8 Sep 2026).
Related bills in Labor and Employment
Future of America’s Workforce Act
Better Pay for American Workers Act
Fairness for Farm Workers Act
Equal Pay for Equal Work Act
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