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HB 826

An Act amending the act of October 27, 1955 (P.L.744, No.222), known as the Pennsylvania Human Relations Act, further providing for definitions and for unlawful discriminatory practices.

2025-2026 Regular Session Introduced by Lisa Borowski and 24 co-sponsors

NC HB 826 shields mandatory reporters from employer retaliation, requires notice and training, and lets workers sue or use Labor Commissioner enforcement with remedies.

Referred to Tourism, Recreation & Economic Development
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Bill Summary · HB 826

Summary — HB 826: “No Retaliation Against Mandatory Reporters”

Status: Passed 1st Reading (Introduced Nov. 12, 2024)
Primary sponsor (NC text): Rep. Greenfield

Purpose

HB 826 creates statutory workplace protections for employees who are mandatory reporters under state law — i.e., workers who are required by statute to report suspected abuse, neglect, exploitation, dependency, fraud, or other conditions endangering vulnerable persons. The bill’s intent is to ensure mandatory reporters can fulfill legal reporting duties without fear of employer retaliation.

Key provisions

  • New Article added to Chapter 95 (Labor) establishing:
    • Definitions covering Commissioner (NC Commissioner of Labor), Employee, Employer, Mandatory Reporter, Protected Activity, and Retaliatory Action.
    • Protected activity: making a good‑faith mandatory report as required by state law.
  • Employer prohibitions:
    • Employers may not take retaliatory actions (discharge, suspension, demotion, disciplinary action, salary reduction, transfer, or other adverse employment actions) where the employee’s protected reporting was a substantial motivating factor.
  • Notice and training:
    • Employers must notify employees of their rights under this Article and provide mandatory‑reporting training within 60 days of hire and annually thereafter.
  • Employee obligations to preserve protections:
    • To qualify, an employee must document that they made the mandatory report.
    • When legally permitted, the employee should notify the employer within five business days of making the report; if no notice is given, the employee must later prove the employer had prior knowledge of the report to sustain a retaliation claim.
  • Exceptions and limits:
    • The law does not bar legitimate disciplinary actions unrelated to protected activity, override statutory confidentiality requirements, nor replace other state or federal whistleblower protections.

Enforcement, remedies, and burdens of proof

  • Filing and investigation:
    • Employees may file a written complaint with the Commissioner of Labor. The Commissioner must investigate and issue a determination within 90 days of receipt.
  • Remedies available if violation found:
    • Cease and desist orders; reinstatement (or equivalent position); back pay and benefits; civil penalties up to $5,000 per violation.
  • Civil action:
    • An employee may sue in court within 1 year of the alleged violation or within 90 days of the Commissioner's determination (whichever is later). Courts may award costs and attorneys’ fees to prevailing parties.
  • Evidentiary standards:
    • Employee bears initial burden to establish a prima facie case (protected activity, adverse action, causal connection). If established, burden shifts to employer to articulate a legitimate, non‑retaliatory reason. Employee may then show the employer’s reason is pretextual.
    • Adverse actions taken within 60 days of protected activity give rise to a rebuttable presumption of retaliation; the employer may rebut with clear and convincing evidence.

Who is affected

  • Covered employees: any person employed in a capacity that state law requires to act as a mandatory reporter. The bill cites examples and cross‑references numerous existing mandatory‑reporting statutes (e.g., statutes addressing child maltreatment, healthcare reporting duties, elder abuse, certain public safety reporting duties).
  • Employers: any person or entity employing one or more such mandatory reporters in North Carolina.

Practical impact and timeline highlights

  • Employers must update onboarding and annual training programs and put procedures in place to track reporting and internal notifications.
  • Employees gain an administrative enforcement path (Labor Commissioner) with specified timelines (investigation determination in 90 days) and the ability to pursue a civil suit.
  • The 60‑day presumption and burden‑shifting framework align with common retaliation statutes and will shape evidentiary practices in claims.

Note: The legislative record provided includes multiple unrelated HB 826 texts from other states and a Maryland departmental bill with the same number; this summary focuses on the North Carolina “No Retaliation Against Mandatory Reporters” text.

Compiled from official sources — confirm details with the bill’s official record.

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