Labor and Employment - Mandatory Meetings on Religious or Political Matters - Employee Attendance and Participation (Maryland Worker Freedom Act)

Maryland workers can refuse political workplace meetings

Beginning October 1, 2026, Maryland employers cannot punish or threaten workers for refusing employer-sponsored meetings that share the employer’s religious or political views. Workers can refuse to attend, participate, or listen; applicants cannot be denied hiring for refusing to attend or participate. These protections also bind employers’ agents and representatives. Political matters include elections, parties, public-policy changes, and decisions to join or support civic, community, fraternal, or labor groups. Religious matters include beliefs, practices, affiliations, and decisions to join or support religious groups. Exceptions cover religious entities exempt from employment-discrimination protections and political organizations holding meetings to convey their political purposes. They also cover course-related lectures, tax-exempt nonprofit training programs, legally required training, and government new-worker orientations. Voluntary meetings, legally required information, information needed for work, higher-education coursework, and government communications about policies or laws they administer remain allowed. Employees can file a written complaint with the Maryland Commissioner of Labor and Industry within 180 days after an alleged violation. The Commissioner must investigate and try mediation. If mediation fails and a violation is found, civil penalties can reach $10,000 for an initial violation or $25,000 for a subsequent violation. These penalties are not specified as payments to workers. The Commissioner can order the employer to stop, award damages, restore jobs or equivalent back pay with interest, and restore benefits. Relief can also include court orders and reasonable attorney’s fees and costs; the Commissioner can seek circuit-court enforcement. Employers must post an accessible notice of these rights and give a notice to each new hire. By November 1, 2026, the Commissioner must provide notices explaining rights and complaint steps in English and other commonly used languages. Failure to meet the notice requirement counts against the employer when relief is awarded.