Congress·In Committee·H.R. 3532

Congress proposes blocking employers from ending health coverage during strikes or lockouts, with new fines

Striking and Locked Out Workers Healthcare Protection Act

10 months ago·View on Congress.gov

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Stalled

No legislative action in over 90 days.

Legislative Progress

House

Senate

President

Law

Key Points

Would bar employers from cutting or changing workers’ job-based health insurance during a lawful strike.
Would also bar employers from cutting or changing coverage during a lockout, when the employer withholds work to pressure workers in bargaining.
Treats ending or altering health coverage during strikes/lockouts as an illegal labor practice that can be penalized.
Adds civil fines for employers who break the rule, with higher penalties for repeat violations and for cases causing serious harm.
Allows the labor board to fine company directors or officers personally in some cases if they directed the violation or knowingly let it happen.

Labor EmploymentHealthcareConsumer Protection

Impact Analysis

Personal Impact

How this policy affects specific groups of people

Positive Impacts(5)

Union Member

Helps

Chronic Illness

Helps

Child Tax Credit

Helps

Pregnant

Helps

Disability Benefits

Helps

Milestones

2 milestones2 actions

May 21, 2025House

Referred to the House Committee on Education and Workforce.

May 21, 2025

Introduced in House

What Happens Next

Projected impacts based on AI analysis

After the law takes effect (the bill text does not list a specific start date).

If Congress passes the bill and the President signs it, employers would have to keep group health coverage unchanged during lawful strikes and lockouts.

Workers and their families would be less likely to lose insurance in the middle of a labor dispute; employers would need to budget to maintain coverage.

Soon after enactment, once NLRB guidance and internal processes are in place.

The NLRB begins taking and investigating complaints that an employer cut or changed health coverage during a strike or lockout.

Workers (or unions) could file charges; employers could face orders to fix the problem and additional civil penalties.

As soon as the NLRB brings cases and makes findings under the new sections.

Civil penalties become available for violations, including higher penalty caps for repeat violations and serious harm, and possible personal penalties for directors/officers.

Employers have a stronger reason not to use health coverage changes as leverage; executives may be more cautious about approving coverage termination during disputes.