hold on there's just too much going on in Congress lmao...
Redefines and expands protections against workplace harassment/discrimination.
Mrs. Murray (D-WA)
Introduced in Senate, no vote yet
This bill, introduced by Senator Patty Murray, a Democrat from Washington, aims to significantly update and strengthen federal laws against workplace discrimination and harassment. It proposes clearer definitions, expands who is protected, changes legal standards for proving claims, and impacts areas like tipped wages and the use of non-disclosure agreements. It has been introduced in the Senate and awaits consideration by a committee before it can proceed to a vote.
Introduced Feb 12, 2026
The bill was introduced in the Senate on February 12, 2026. It was then referred to the Senate Committee on Health, Education, Labor, and Pensions for review. For the bill to become law, it must pass through this committee, be voted on and passed by the full Senate, then pass the House of Representatives, and finally be signed by the President.
This bill would require employers with one or more employees to adopt comprehensive non-discrimination policies and provide mandatory training on preventing discrimination and harassment. For tipped employees, the bill would gradually raise their minimum cash wage until it matches the federal minimum wage, and it ensures employees retain all tips. Additionally, anti-discrimination protections would extend to independent contractors, interns, and volunteers. It would also remove caps on damages for some discrimination cases and restrict the use of non-disclosure agreements that prevent reporting of misconduct.
Supporters Say
Supporters argue the bill is crucial for updating civil rights laws, protecting vulnerable workers, and ensuring safer, more equitable workplaces.
Critics Say
Critics might express concerns about increased litigation risks for businesses, the financial burden of compliance, and potential overreach into employer-employee agreements.
Those in favor believe this bill would close loopholes in existing anti-discrimination laws, clarify legal standards, and empower workers to come forward without fear of retaliation, especially by prohibiting predispute mandatory arbitration agreements and limiting non-disclosure clauses. They point to the need for explicit protections for LGBTQ+ individuals and a broader definition of harassment. Opponents, typically business groups, may argue that the expanded scope of employer liability, reduced employee threshold, and changes to arbitration and non-disclosure agreements could lead to excessive lawsuits, disproportionately impacting small businesses with new compliance costs and administrative burdens.