Could the U.S. Move to a 32-Hour Workweek?

A bill in Congress could gradually change the standard workweek for many covered employees from 40 hours to 32 hours. The proposal would lower the point at which workers qualify for overtime while aiming to protect their regular pay and benefits.

The legislation is called the Thirty-Two Hour Workweek Act. Rep. Mark Takano introduced the House version, H.R. 10323, on September 8, 2026. It has been referred to the House Committee on Education and Workforce and is not law. 
 

How the proposal would work

Under current federal rules, covered nonexempt employees generally receive overtime after working more than 40 hours in a workweek. The Department of Labor explains the current federal overtime rules.

The bill would lower the overtime threshold in stages:

The proposal would amend the Fair Labor Standards Act, the federal law governing minimum wage and overtime requirements.
 

Would workers keep the same pay?

The bill is designed to prevent employers from reducing workers’ regular wages or benefits because the standard workweek is shortened.

Under the proposal, employees could work fewer regular hours while keeping their weekly pay. Hours above the applicable threshold would generally be paid at one and a half times the regular hourly rate.

The bill would not force every employer to operate on a four-day schedule. Companies could instead:

• Use four eight-hour days.

• Spread 32 hours across five days.

• Create shorter or rotating shifts.

• Pay overtime when employees work beyond the new limit.

Who would be covered?

The proposal would mainly apply to employees covered by federal overtime rules, known as nonexempt workers. Some executive, administrative and professional employees may be exempt from federal overtime requirements.

Coverage can also vary by state and occupation. Workers can review the Department of Labor’s overtime guidance for information about exemptions.

Daily overtime provisions

The bill could also create daily overtime rules. Covered employees would generally receive:

• Time-and-a-half pay after working more than eight hours in one day.

• Double-time pay after working more than 12 hours in one day.

That could affect jobs that rely on long shifts, including health care, manufacturing, transportation, hospitality and public safety.

Why supporters support it

Supporters say a shorter workweek could improve:

• Work-life balance.

• Employee health.

• Rest and productivity.

• Worker retention.

• Job satisfaction.

They also argue that productivity gains from technology and artificial intelligence should allow employees to work fewer hours without losing income.

Why employers may oppose it

Businesses could face higher labor costs if they maintain weekly pay while reducing regular hours. Employers that operate around the clock could be especially affected.

Potential challenges include:

• Higher overtime expenses.

• More hiring.

• Difficult shift planning.

• Increased operating costs.

• Staffing problems during nights and weekends.

A shorter schedule may be easier for an office to adopt than for a hospital, factory, restaurant or retail store.

Is the bill already law?

No. H.R. 10323 is still a proposal. It must pass the House and Senate and be signed by the president before it can take effect.

Until then, the federal overtime threshold remains 40 hours per week for covered employees.

Bottom line

The Thirty-Two Hour Workweek Act would gradually lower the federal overtime threshold from 40 hours to 32 hours. Supporters believe it could create shorter workweeks without reducing regular pay, while businesses warn of higher labor and staffing costs.

For now, the proposal remains under consideration in Congress. It does not yet create a nationwide four-day workweek.

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