# The Time Off to Vote Act: What You Need to Know

This bill would require employers to give workers paid time off to vote in federal elections. Specifically, any company with 25 or more employees would have to provide at least two consecutive hours of paid leave on election day (or during early voting, if the employer prefers) so workers can cast their ballots. The time off would be paid, meaning you wouldn't lose any wages, and it wouldn't affect any benefits you've already earned. Your employer gets to decide when during the day you take this time off, but they can't make you use your lunch break or other regular breaks as part of those two hours—those can be taken on top of the voting time.

The bill also protects workers from retaliation. Employers can't punish you, fire you, or treat you unfairly for taking the time off to vote, and they can't discriminate against you for complaining about violations or cooperating with investigations. If a company breaks these rules, the Department of Labor can fine them up to $10,000 per violation. The law would only apply to companies with at least 25 employees, so very small businesses wouldn't be affected. Additionally, if your state or local area already has laws requiring more generous voting time off, those laws would still apply—this bill sets a minimum floor, not a ceiling.

The bill wouldn't change anything for people who already have flexible schedules, work from home, or have early voting options. It's mainly aimed at helping hourly workers and others in rigid work environments who might struggle to find time to vote during a busy workday.

Time Off to Vote Act

Cartwright, Matt

Time Off to Vote Act This bill requires an employer, upon the request of an employee, to provide the employee with a minimum of two consecutive hours of paid leave in order to vote in a federal election. The employer may determine the two-hour period, excluding any lunch break or other break. Taking such leave shall not result in the employee losing accrued employment benefits. The bill makes it unlawful for an employer to interfere with the right to take such leave or for an employer to discriminate against an employee for taking such leave. Further, the bill makes it unlawful for any employer to retaliate against an employee for (1) opposing any practice made unlawful by this bill; (2) filing a charge, or instituting or causing to be instituted any proceeding, under or related to this bill; or (3) testifying or preparing to testify in an inquiry or proceeding relating to such leave. The bill specifies penalties for employers who violate these provisions.