House Bill No. 319 introduces a new chapter to the Texas Labor Code, mandating that certain employers provide paid sick leave to their employees. This chapter, titled "Earned Paid Sick Leave," defines key terms such as "employee," "employer," and "family member," and requires that paid sick leave accrues at a rate of one hour for every 30 hours worked. Employees can use this leave for personal health needs, family members' health needs, or situations involving family violence and sexual assault. The bill establishes guidelines for the accrual, carryover, and usage of sick leave, as well as compliance requirements for employers, including documentation and employee notification.

The legislation specifies that any termination of employment is considered a break in service, with rehired employees starting to accrue sick leave anew unless rehired within 30 days or if the employer agrees to reinstate previously accrued hours. Transfers within the same employer do not count as a break in service. The Texas Workforce Commission is tasked with creating rules regarding notice requirements and public information about the new regulations. The changes will apply to employees hired on or after January 1, 2026, with a 90-day waiting period for those hired before this date. The bill prohibits retaliation against employees for using sick leave or filing complaints and establishes penalties for non-compliance, taking effect on October 1, 2025.

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