H 8578Labor Relations

Human Services - Family Caregivers Support Act of 2013

This bill prohibits employers from discriminating against workers with family caregiving responsibilities and requires reasonable scheduling accommodations.

Held for study

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Affected

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Introduced May 22, 2026Committee House Labor

Plain-English Summary

This bill makes it illegal for employers to discriminate against job applicants or current employees because they have family caregiving responsibilities. Employers cannot refuse to hire someone or treat an employee poorly because they care for a family member. Additionally, employers must allow caregivers to have flexible schedules, work remotely, or adjust their hours for caregiving needs, unless doing so would cause a significant hardship for the business. Small businesses with fewer than 25 employees have certain defenses if these rules cause them undue hardship. The Commission for Human Rights will enforce these rules.

For younger readers

This bill makes a rule that bosses cannot treat people unfairly just because they have to take care of a family member, like a sick parent or a child. If a person needs to change their work hours or work from home to take care of their family, the boss has to let them, as long as it doesn't cause a big problem for the company. Small companies with fewer than 25 workers get some extra leeway if these rules are too hard for them to follow right away.

Who & Where It Applies

Impacted groups

Family caregiversEmployersJob applicantsSmall business ownersCommission for Human Rights

Impacted communities

All

Constitutional & Fiscal Check

None Likely. The bill regulates employment practices and anti-discrimination standards, which falls well within the state's traditional police powers to regulate commerce and protect workers. It provides an affirmative defense for small businesses and an undue hardship exemption, satisfying general due process requirements by not placing impossible burdens on employers.

Estimated cost

Amount unknown

Estimated revenue

None

Bill Analysis

Both viewpoints

For Progressives

Protects workers from employment discrimination based on family caregiving duties, strengthening worker rights and promoting social equity in the workplace.
Mandates flexible scheduling and remote work options for caregivers, helping disadvantaged individuals balance work and family needs without sacrificing their livelihood.
Empowers the Commission for Human Rights to enforce these protections and award back pay and lost benefits, providing a strong mechanism to hold discriminatory employers accountable.
Includes an "undue hardship" exemption that employers could potentially exploit to deny vulnerable workers flexible scheduling or remote work requests.
Provides a broad affirmative defense for small businesses (under 25 employees), leaving many workers in smaller companies without guaranteed caregiver protections.
Relies on an individual complaint-driven enforcement model through the Commission for Human Rights, which can be a slow, intimidating, and burdensome process for disadvantaged workers.

For Conservatives

Includes an "undue hardship" exemption, protecting businesses from facing significant difficulty or expense when accommodating employee scheduling requests.
Provides a specific affirmative defense for small businesses with fewer than 25 employees, shielding them from potentially burdensome compliance mandates and legal costs.
Supports traditional family values by making it easier for individuals to care for their family members at home rather than relying on state-funded care facilities or government assistance.
Imposes new government mandates on private businesses regarding hiring practices and employee scheduling, restricting corporate freedom and independence.
Grants the Commission for Human Rights authority to investigate businesses and mandate remedies like back pay and attorneys' fees, increasing legal risks and regulatory burdens for employers.
Forces employers to accommodate remote work or adjusted hours, which could disrupt business operations, reduce productivity, and increase administrative costs.

Votes

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Full Bill Text

Changes to existing Rhode Island law · 26 additions

SECTION 1. Chapter 40-8.11 of the General Laws entitled "Family Caregivers Support Act of 2013" is hereby amended by adding thereto the following section: 40-8.11-4. Family caregiver workplace protection.

(a) It shall be unlawful and a violation of fair employment practices pursuant to the provisions of chapter 5 of title 28 for an employer:

(1) To fail or refuse to hire an applicant as an employee of such employer solely because of the family caregiver responsibilities of the applicant;

(2) To take adverse action against an employee of such employer or otherwise discriminate against an employee, with respect to compensation, terms, conditions or privileges of employment because of the family caregiver responsibilities of the employee; or

(3) To deny a request by the family caregiver for flexible scheduling, remote work or adjusted hours to accommodate family caregiving therapy, medical appointments or other caregiving needs unless the said request causes undue hardship for the employer including, but not limited to, significant difficulty or expense to the employer's operation or business.

(b) It shall be an affirmative defense to an alleged violation of subsection (a) of this section for a small employer of less than twenty-five (25) employees, if:

(1) Compliance would cause undue hardship to the employer and the employer has made a good faith effort to comply with the provisions of subsection (a) of this section that could be implemented without causing undue hardship; or

(2) The employer has adopted a reasonable phased plan for compliance and the alleged violation and conduct concerns a portion of the plan which had not been implemented at the time of the alleged violation.

(c) The commission for human rights shall promulgate rules and regulations to implement and enforce the provisions of this section pursuant to § 28-5-13.

(d) The commission for human rights, pursuant to the provisions of chapter 5 of title 28, shall conduct investigations and hearings of alleged violations and upon a finding of a violation may order remedies to include reinstatement, back pay, compensation for lost benefits and attorneys' fees.

SECTION 2. This act shall take effect upon passage.