H.R. 9448: Federal Workforce Reproductive Rights Protection Act

This bill would create new rules for federal agencies and federal employees relating to reproductive health care, especially abortion access.

State and territory relocation limits

The bill would require the Comptroller General to publish a list of states and territories with abortion-restrictive laws meeting certain timing criteria, and update that list at least quarterly. Once that list exists, no federal executive agency could move its headquarters or a “significant portion” of its operations to one of those locations.

It would also bar executive agencies from using federal funds to buy, lease, or build new facilities in those listed states or territories for agency use. Existing facilities could still be maintained or repaired. Existing leases could also be renewed or continued in limited circumstances, including when the agency already leases or operates the facility, or when the site is only for in-person public services.

Workforce protections for federal employees

The bill would let federal employees decline a transfer, detail, assignment, or permanent move if it would place them in one of the listed states or territories. It would also prohibit agencies from making location in one of those places a condition of appointment or promotion, unless a waiver is needed for the employee’s or applicant’s medical, reproductive, family planning, or personal health needs, or those of an eligible dependent.

Travel help for reproductive health care

The bill would require executive agencies to provide travel and transportation allowances to federal employees and their eligible dependents to travel outside their home state or territory to receive lawful reproductive health care that is not available where they live. The Office of Personnel Management would have to issue implementing rules within 90 days.

The bill says requests would be handled through designated human resources staff, and the employee would not have to disclose the specific health service to anyone other than authorized personnel. Those officials could use the information only as needed for their job or as required by law.

Paid administrative leave for abortion-related travel

The bill would entitle federal employees to paid leave, without loss of pay, benefits, service credit, or performance rating, for the time needed for them or an eligible dependent to travel out of state or territory to obtain abortion services when those services are not available locally. The leave would be capped at 21 days.

Privacy protections in security and personnel decisions

The bill would prohibit agencies from requesting, investigating, or considering whether someone used abortion services, traveled for abortion care, or helped a spouse, partner, dependent, or other person obtain abortion care when making security-clearance decisions or most personnel decisions. An exception would allow limited inquiry if an agency is investigating misuse of the travel benefit or leave provided by this bill.

It would also require the President and the Office of Personnel Management to update guidance and rules within 90 days to reflect these privacy protections.

Anti-retaliation rule

Agencies would be barred from retaliating against employees or applicants because they declined a transfer to a listed state or territory, received a waiver for a location requirement, requested or used the new travel allowance, or took the new leave.

When it would take effect

The bill would take effect 60 days after enactment.

Relevant Companies

None found