Bipartisan House Working Group Moves to Reform Capitol Hill Sexual Harassment Rules

Following a series of high-profile ethics investigations and lawmaker resignations, a bipartisan House working group is preparing to overhaul Capitol Hill’s sexual misconduct rules. Task force leaders expect to release recommended changes after the Nov. 3 elections, aiming for official action before the end of the year.

Led by Representatives Kat Cammack, R-Fla., and Teresa Leger Fernandez, D-N.M., the task force was established by House leadership after a spike in House Ethics Committee cases. The panel gathered input from lawmakers, staff, military officials, corporate representatives, and survivor advocates to identify systemic flaws in how Congress handles harassment allegations.

A Surge in Ethics Cases Triggers Reform Efforts

The push for policy changes follows several major ethics cases in 2026. Three House members resigned this year rather than face potential expulsion votes, with two cases involving alleged sexual misconduct. Former Representative Eric Swalwell, D-Calif., resigned while under investigation for alleged sexual misconduct involving a staff member under his supervision. Former Representative Tony Gonzales, R-Texas, also resigned during a committee inquiry into alleged misconduct with an employee after acknowledging an affair with a staff member who later died by suicide.

Additionally, the House voted 413-2 to censure Representative Chuck Edwards, R-N.C., following an investigation into persistent inappropriate behavior toward two young female aides. Other inquiries remain active, including investigations into Representative Jimmy Gomez, D-Calif., who stated his actions were consensual and did not violate rules, and Representative Cory Mills, R-Fla., who denied allegations of misconduct or dating violence after losing a primary election.

Proposed Reforms to House Misconduct Rules

House rules currently prohibit lawmakers from having sexual relationships with staff in their own offices or on their assigned committees. The working group plans to recommend extending this ban to cover all congressional staff across Capitol Hill.

The task force is also seeking to establish a streamlined reporting system. Task force leaders described the proposed central resource as a single phone line where staff members can quickly learn about their reporting options and support services. Furthermore, lawmakers are evaluating whether to extend the strict 180-day window required for filing complaints under the Congressional Accountability Act, which applies private-sector labor standards to Congress.

What Harassment Reporting Timelines Mean for Workers

Under federal labor laws and the Congressional Accountability Act, employees facing workplace harassment typically operate under strict filing timelines. The current 180-day reporting window on Capitol Hill aligns with basic Equal Employment Opportunity Commission rules, though some federal claims allow up to 300 days when state or local laws apply. Task force leaders noted that short deadlines can work against victims who are trying to navigate administrative processes while fearing career repercussions.

For employees in both public and private sectors, understanding reporting procedures and filing deadlines is essential. Workers who experience inappropriate workplace conduct often must document incidents promptly and identify the correct reporting authority to preserve their rights under federal or organizational rules.

When dealing with complex reporting requirements, strict filing deadlines, or workplace retaliation fears, consulting an experienced employment attorney can help individuals understand their options and protect their rights.

This article is general information based on Courthouse News Service and court or agency records available at publication time. It is not legal advice; laws and deadlines differ by state and by case. Published October 24, 2026.