Contact Congress about H.R. 5267: American Franchise Act

Franchise brands would be treated as employers only when they directly control key job terms. Brand rules alone, such as quality standards or store hours, would not be enough. The rule would apply only to new cases after the bill becomes law.

Modern Action explains what the legislation does, helps you choose whether to support, oppose, or ask for changes, and drafts a message tied to the bill, your stance, and the elected officials who can act on it.

American Franchise Act is a House bill in committee. The latest recorded action: Ordered to be Reported (Amended) by the Yeas and Nays: 18 - 15.

Latest action on H.R. 5267: Ordered to be Reported (Amended) by the Yeas and Nays: 18 - 15.

Who this affects: This bill mainly affects workers at franchised businesses, local franchise owners, and national franchise brands. It changes when a worker can treat both the local owner and the national brand as employers in federal labor cases. It could also affect unions, labor agencies, courts, and lawyers who handle franchise workplace disputes.

Why this matters: This bill matters because it changes who workers can hold responsible when labor problems happen at a franchised business. Today, disputes may turn on how much control the national brand has over the workplace. This bill would focus on direct control over core job terms. That could give franchise businesses clearer rules. It could also limit workers' options when brand decisions shape their jobs in less direct ways.

Key provisions in H.R. 5267

• The bill defines the key parts of a job. They are pay, benefits, work hours, hiring, firing, discipline, supervision, and direction.
• A franchise brand would be a joint employer under the National Labor Relations Act only in a narrow case. It must have and use strong, direct control over at least one key job term for a franchise worker.
• Common franchise rules would not count by themselves as direct control. That includes brand standards, store hours, minimum staffing levels, training materials, and letting franchisees join brand benefit plans.
• The bill defines strong, direct control as control with a regular or ongoing real effect on a key job term. Rare, one-time, or very small control would not count.
• The bill uses the same joint-employer test under the Fair Labor Standards Act. That law covers federal minimum wage and overtime rules.

How Modern Action helps you take action on H.R. 5267

You do not have to start with a blank letter. Modern Action turns the bill, your position, and the relevant congressional context into a message you can edit and send. The goal is to make contacting Congress clear, specific, and useful without forcing you to parse bill text or figure out the right office on your own.

Questions people ask about H.R. 5267

What is H.R. 5267?

Franchise brands would be treated as employers only when they directly control key job terms. Brand rules alone, such as quality standards or store hours, would not be enough. The rule would apply only to new cases after the bill becomes law.

How do I support or oppose H.R. 5267?

Choose support, oppose, or ask for changes on Modern Action. The action flow drafts the message for you and keeps the wording tied to this bill.

Who should I contact about H.R. 5267?

Modern Action uses your location to route the action to the congressional offices relevant to the bill and your representation.

How does Modern Action help me act on H.R. 5267?

Modern Action gives you bill-specific context, lets you choose support, opposition, or changes, and drafts a message from your position and reasons.