What Employers Should Know About the New Time Off to Vote Act

Federal Bill Alert

The Time Off to Vote Act would create a clear national standard for paid voting leave. Employers can prepare now by reviewing policies, sharing guidance early, and supporting a culture of participation.

Many workers struggle to find time to vote, especially when their schedules are fixed or inflexible. Most states already require employers to provide voting leave, but the rules vary widely. Some states mandate paid time. Some states allow unpaid time. Some states require advance notice or proof. A few states offer no protections at all. This patchwork makes it hard for employees to understand their rights and hard for managers to know what they can approve.

What the Bill Would Do

The Time Off to Vote Act would create a single national baseline. The bill would guarantee employees at least two consecutive hours of paid time to vote in federal elections. Employers would choose when those hours take place (ie. during early voting or on Election Day).

The intent is simple. A consistent federal rule would give every worker the same minimum opportunity to participate and would ease the burden on employers who operate across multiple states. A clear standard would also reduce last-minute uncertainty for teams, especially in workplaces with shift-based or high-volume operations.

Where the Bill Stands

The Time Off to Vote Act has been introduced in the House of Representatives and assigned to committee. More than fifty members from districts across the country have signed on as cosponsors, which signals growing interest. The legislative process takes time, and many proposals shift as they move forward. We will continue to track the bill and share updates as it evolves, so you can stay informed without monitoring every step yourself.

Why This Matters for Your Workplace

Workplaces continue to play an important role in how people navigate election seasons. Employees often look to their employer for clarity on what their voting rights are and how to plan around work. Managers want to support their teams but may not know what their state requires or how to handle election day schedules. Clear guidance from employers removes uncertainty for both groups.

Many companies already offer paid voting leave, even without federal requirements. These companies see the value in reducing scheduling conflicts and creating a workplace culture where participation feels supported rather than burdensome. Research shows that workplaces with strong civic cultures often experience higher trust, stronger engagement, and more stable retention. A thoughtful voting leave policy can be one of the simplest ways to reinforce those benefits.

A national standard would also provide relief for employers with teams spread across multiple states, where current laws vary widely. Some states mandate paid time. Some mandate unpaid time. Some require employees to request leave in advance. Others give managers full discretion. A federal baseline would replace this patchwork with one clear rule and would make compliance more straightforward for HR and operations teams.

How You Can Prepare

Employers can begin preparing now, regardless of how the bill moves.

• Review your current policy. Many workplaces already meet or exceed what the bill proposes.

• Confirm your state requirements. Rules change more often than people expect.

• Communicate early. Early reminders help employees plan and ease pressure on managers.

• Support participation with simple tools. A few clear resources go a long way in helping employees feel informed and confident.

None of these steps requires a change in law. All of them create a steadier, more predictable experience for your teams.

What Comes Next

IGC Institute will continue following the bill and will share updates if anything shifts. Most employers do not have the time or capacity to track Congress closely, and they should not have to. We are here to help you stay prepared, informed, and ready to support your teams.

If you would like a sample voting leave policy, a manager guide, or a version of this content tailored for your internal communications, let us know and we can create that for you!