All Roll Calls
Yes: 256 • No: 140
TennesseeHB 0910114th General Assembly (2025-2026)House
AN ACT to amend Tennessee Code Annotated, Title 4; Title 8 and Title 68, relative to human rights.
Sponsored By: Sponsor information unavailable
Signed by Governor
Human Rights
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Bill Overview
Analyzed Economic Effects
26 provisions identified: 5 benefits, 7 costs, 14 mixed.
Workers receive protections with coverage limits
Employers cannot discriminate in hiring, firing, pay, job conditions, or opportunities because of race, creed, color, religion, sex, age, or national origin. Employment agencies and labor organizations must also protect referrals, membership, and job opportunities; unions cannot push employers to violate the law. Employment age protections cover people age 40 and older, while the employer rule excludes domestic service and work for a parent, spouse, or child. Apprenticeship and training programs cannot discriminate based on race, creed, color, religion, sex, or national origin. Job, membership, referral, and training notices cannot state those preferences, except religion or sex when genuinely required for the job.
Civil remedies enforce state nondiscrimination rules
The attorney general or a person discriminated against can sue to enforce the covered state nondiscrimination rules. A violator owes actual damages plus an additional amount of at least $250, reasonable attorney fees, and court costs. Courts can also order violations to stop, and other remedies remain available. A person discriminated against by the state, or an adequate representative of the protected class, can seek that order. This part imposes no criminal penalties.
People protected against rights-based intimidation
People cannot threaten, coerce, intimidate, or interfere with someone for using protected rights or helping others use them. A person covered by the law cannot excuse discrimination by saying someone outside its coverage requested it. The attorney general can sue over intentional or knowing malicious harassment based on race, color, ancestry, religion, or national origin. It must seek to intimidate someone about a legal right through injury, threats, coercion, or property damage. State penalties can reach $10,000 per violation and $10,000 per victim, alongside damages and other sanctions.
Fair treatment for renters and homebuyers
The law bars housing discrimination based on race, color, creed, religion, sex, disability, family status, or national origin. It covers sales, rentals, terms, services, listings, false claims of unavailability, access to real estate organizations, loans, brokerage, and appraisals. Property insurers cannot deny coverage or change terms because of an owner's or nearby resident's race, color, creed, religion, sex, or national origin. Restrictions on selling, financing, occupying, or renting property based on those six traits are void; adding or honoring them is discrimination, except for qualifying religious-use limits on religious or charitable property. People seeking financial gain from a real estate deal cannot use claims about changes in a neighborhood's protected groups, property values, crime, or school quality to push the deal.
Students protected from school access discrimination
Schools cannot exclude people from programs or deny benefits because of race, color, or national origin. The same protections apply to admission and recruitment for school programs and activities.
Workers face limits on lawsuit damages
The law caps certain damages for each person bringing a covered private employment discrimination, disability, or whistleblower case. Caps cover future financial losses and harms such as emotional pain, suffering, mental anguish, and lost enjoyment of life. The cap is $25,000 for fewer than 15 employees, $50,000 for 15–100, and $100,000 for 101–200. It rises to $200,000 for 201–500 employees and $300,000 for more than 500. Employer size is measured when the claim arose; these are limits on listed damages, not every form of relief.
Workers face proof and parallel-case limits
Private plaintiffs must first establish an initial case of intentional discrimination or retaliation. If the defendant gives a legitimate, nondiscriminatory employment reason, the plaintiff must show that reason was not the real one. Plaintiffs keep the burden of proving their case at every stage, including requests to decide it without a trial. Employees cannot pursue covered state employment cases while also pursuing federal cases based on the same core facts. State courts must dismiss the state case when the employer requests dismissal.
Discrimination remedies come with filing deadlines
People must file complaints with the Civil Rights Enforcement Division within 180 days after the alleged discrimination. People injured by violations can also sue within one year after the discriminatory practice ends. Lawsuits can be filed where the violation occurred, where the respondent lives or has its main business, or another qualified court. Courts can order conduct to stop and award actual damages and reasonable legal costs, including attorney fees. Housing-discrimination cases can also receive punitive damages.
Funded programs protect access, limit complaints
State agencies receiving federal funds covered by Title VI cannot discriminate in funded programs based on race, color, or national origin. The rule also covers recipients getting those funds through a state agency, including exclusion and denial of benefits. People can complain to the state entity receiving the funds within 180 days of the alleged act. Tennessee’s Department of Human Resources reviews Title VI coverage and accepts complaints under its rules. Complaints filed with that department must go to the attorney general for further action.
Government reports protected, with falsehood limits
People receive civil-liability protection for reports to government agencies about public issues that further constitutional speech or petition rights. Protection excludes knowing or reckless falsehoods and negligent failure to check facts about someone who is not a public figure. People who win this defense can recover related costs and reasonable attorney fees. The receiving agency can join and defend a related lawsuit; Tennessee’s attorney general can step in when a local agency does not. Winning agencies can recover fees and costs, but agencies failing to establish immunity must pay the opposing party’s related fees and costs.
Pending complaints ended; earlier orders survive
Commission complaints pending June 30, 2025, were terminated and lost their legal effect. People whose complaints had no hearing received 90 days after July 1, 2025, to refile with the attorney general or sue. The same deadline applied after a hearing without a final order; those complaints were dismissed without blocking a new case. Lawful orders, their remedies, and settlement agreements made before July 1, 2025, remain enforceable. The attorney general can enforce those orders and investigate noncompliance.
Public access protections retain sex-based exceptions
Covered public places cannot deny equal access because of race, creed, color, religion, sex, age, or national origin. Notices cannot announce refusal of service based on those traits other than age, or say someone is unwelcome based on any listed trait. Sex-based separation remains allowed in bathrooms, locker rooms, showers, health clubs, and sleeping or changing spaces. The attorney general can also exempt places from the sex-separation rule in writing.
Disability housing access with modification costs
Housing providers must allow reasonable disability-related modifications and make reasonable changes to rules, policies, and services. Residents pay for physical modifications; landlords can require interior restoration, except ordinary wear, unless another agreement is reached. Access rules cover buildings first occupied after March 13, 1991: buildings with four or more units and elevators, plus ground-floor units in other buildings with four or more units. Required features include accessible entrances and common areas, usable doors, controls, kitchens and bathrooms, and reinforced bathroom walls; ANSI A117.1 compliance satisfies design rules. Terrain or unusual site features can excuse an impractical accessible entrance, and providers need not house someone whose tenancy directly threatens others' health or safety or causes substantial property damage.
Disability job protections have coverage limits
Employers with at least eight Tennessee employees cannot discriminate in hiring, firing, or job terms solely because of an applicant’s disability. This covers physical, mental, and visual disabilities. An exception applies when the disability prevents the applicant from performing duties to some degree or impairs the work. Employers also cannot discriminate against a blind person for using a guide dog. Violations are Class C misdemeanors and violations of the state human rights law.
Older workers protected, with retirement exceptions
Employment age-discrimination protections cover workers age 40 and older. Genuine job qualifications, reasonable factors other than age, and valid seniority or benefit plans allow limited exceptions. Those plans cannot excuse refusal to hire or forced retirement based on age. Employers can require retirement at 65 or older for executives or high policymakers who held those roles for two years. They must also qualify for immediate, guaranteed annual retirement benefits of at least $44,000. Valid firefighter and police plans can use hiring or retirement ages in state or local law on March 3, 1983.
Parents get leave with job-return limits
Eligible workers can take up to four months for adoption, pregnancy, childbirth, or nursing an infant; adoption leave starts at custody. Workers need 12 consecutive full-time months with the same employer and at least 100 permanent full-time employees at their work site. Three months' notice of departure, leave length, and intent to return protects restoration to the same or a similar job with the same status, pay, service credit, seniority, and benefits; medical emergencies or late adoption notice excuse advance notice. Employers choose paid or unpaid leave, and continued employer benefits depend on employer practice. Return-to-work protection can be lost if a unique job cannot be filled temporarily after reasonable efforts, or leave is used to pursue or perform other work.
Volunteer rescuers keep jobs, not pay
Employers cannot fire volunteer rescue squad workers for lateness or absence after an emergency response before their scheduled start time. Workers must reasonably try to notify the employer. Employers can deduct lost regular pay and request a written statement confirming the response. Workers can sue within one year after the violation ends. Remedies can include reinstatement, back wages, fringe benefits, and applicable seniority rights.
State agencies face civil rights checks
Tennessee's Department of Human Resources checks state agencies for Title VI compliance, which bars race, color, and national-origin discrimination. Covered agencies must develop plans, including beneficiary input and plans from recipients of their federal funds when required. Reports and plan updates are due October 1, 2025, and every October 1 afterward, covering the latest full fiscal year. The department must review and audit compliance and publish a combined report at least yearly for the governor, legislators, and designated libraries. Subject to state budget funding, it must provide ongoing training and help to state employees and diversity training to federal-fund recipients.
Some housing falls outside discrimination protections
Exceptions cover buildings housing no more than two families when the owner or a family member lives there. Some live-in landlord room rentals are exempt, and sex-based exceptions cover rentals with shared baths or showers and single-sex dormitories or school housing. Noncommercial religious housing can favor the same religion, but not when religious membership excludes people by race, color, or national origin. Older-person housing is exempt from family-status rules when at least 90% of units have someone age 55 or older and required facilities, services, and policies are provided. Housing intended for and occupied solely by people age 62 or older also qualifies. The law preserves occupancy limits and does not require negotiations with someone lacking proof they can afford the purchase or rental. It also preserves specified actions based on convictions for illegally making or distributing controlled substances under the listed federal or Tennessee laws.
Exceptions limit some workers’ discrimination protections
Employers can require English at work for a legitimate business need, with advance notice of the rule and consequences. Religious organizations can hire people of a particular religion for work tied to their religious activities. Religion or sex can guide hiring, classification, referrals, or program admission when genuinely necessary for normal operations. A worker fired because the employer discovers they lack U.S. work authorization cannot bring this law’s national-origin discharge claim. That discovery can come through E-Verify or another method; the restriction does not address other claims.
Housing agents must report court violations
Real-estate brokers and salespeople must report covered housing-discrimination violations to Tennessee’s real-estate commission in writing. The duty applies after a court finds they committed the violation.
State spending barred at discriminatory clubs
State workers and agencies cannot hold state-business activities at venues denying full membership rights based on protected traits. Those traits are sex, race, creed, color, religion, ancestry, national origin, and disability. State money and reimbursement cannot cover related activities, dues, or expenses; ongoing enforcement and required investigations or inspections are exempt. Clubs denying access or membership cannot get state commercial agreements; eligible clubs must first file a statement verified by their president or chief executive. Public-college affiliate groups, including boosters, cannot buy memberships or make contracts for college employees at such clubs.
Recordkeeping duties for older discrimination cases
For matters pending before the Tennessee Human Rights Commission before July 1, 2025, transition rules required relevant records and reports. Covered people and groups had to preserve records and provide reports the commission reasonably required. The commission could request access to relevant premises and records. Apprenticeship and training leaders had to keep applicant lists in date order and explain selection methods when asked. Affected people could seek relief from rules or orders causing undue hardship; these duties concern older commission matters, not new complaints.
Civil rights enforcement moves to attorney general
The Human Rights Commission ended June 30, 2025, and transferred its records and functions to Tennessee’s attorney general. A new Civil Rights Enforcement Division operates within that office, using state general-fund money as appropriated. Funding for 30 commission positions transferred July 1, 2025; the attorney general decides whether and how to use them. The attorney general oversaw commission powers during the transition, and the section granting those powers was repealed July 1, 2025. The attorney general need not continue duties no longer required by law and controls whether active commission contracts are taken over or assigned.
Investigation demands carry penalties for obstruction
The attorney general can demand documents, written information, or sworn testimony when violations are suspected or investigation serves the public interest. After notice, intentionally hiding, withholding, destroying, or altering documents to evade a demand can cost up to $5,000 per violation. Willfully obstructing enforcement, blocking compliance, or violating a settlement agreement violates the chapter. Willfully interfering with the attorney general or an agent can also be a Class C misdemeanor. An employer’s employee or agent is not civilly liable for a violation committed by the employer.
Investigation records protected, with disclosure exceptions
Requested investigation materials generally stay with authorized attorney general representatives handling prosecution. Outside inspection, copying, or disclosure requires the provider’s consent or a court order for good cause. Materials compiled by the attorney general are generally exempt from public disclosure. The attorney general can release its compiled materials while performing official duties.
Sponsors & Cosponsors
Sponsors
There is no primary sponsor on record.
Cosponsors
Gino Bulso
Republican • House
John Crawford
Republican • House
Jay D. Reedy
Republican • House
Chris Todd
Republican • House
Roll Call Votes
Senate vote • 4/21/2025
FLOOR VOTE: Third Consideration 4/21/2025
Yes: 27 • No: 6
House vote • 4/16/2025
FLOOR VOTE: REGULAR CALENDAR MOTION TO ADOPT AMENDMENT # 3 BY CAMPER PASSAGE ON THIRD CONSIDERATION 4/16/2025
Yes: 24 • No: 68
House vote • 4/16/2025
FLOOR VOTE: REGULAR CALENDAR AS AMENDED PASSAGE ON THIRD CONSIDERATION 4/16/2025
Yes: 73 • No: 23
House vote • 4/16/2025
FLOOR VOTE: REGULAR CALENDAR PREVIOUS QUESTION AS AMENDED PASSAGE ON THIRD CONSIDERATION 4/16/2025
Yes: 73 • No: 23
House vote • 4/16/2025
HOUSE CALENDAR & RULES COMMITTEE
Yes: 0 • No: 0
House vote • 4/14/2025
HOUSE FINANCE, WAYS, AND MEANS COMMITTEE
Yes: 21 • No: 6
House vote • 4/9/2025
HOUSE FINANCE, WAYS, AND MEANS SUBCOMMITTEE
Yes: 8 • No: 2
House vote • 3/31/2025
HOUSE GOVERNMENT OPERATIONS COMMITTEE
Yes: 7 • No: 5
House vote • 3/26/2025
HOUSE STATE & LOCAL GOVERNMENT COMMITTEE
Yes: 17 • No: 5
House vote • 3/18/2025
HOUSE DEPARTMENTS & AGENCIES SUBCOMMITTEE
Yes: 6 • No: 2
Actions Timeline
Effective date(s) 05/12/2025
5/27/2025Pub. Ch. 471
5/27/2025Signed by Governor.
5/12/2025Transmitted to Governor for his action.
5/9/2025HouseSigned by Senate Speaker
5/8/2025SenateSigned by H. Speaker
4/30/2025HouseEnrolled; ready for sig. of H. Speaker.
4/24/2025HousePassed Senate, Ayes 27, Nays 6
4/21/2025SenateAmendment withdrawn. (Amendment 2 - SA0404)
4/21/2025SenateAmendment withdrawn. (Amendment 1 - SA0202)
4/21/2025SenateSenate substituted House Bill for companion Senate Bill.
4/21/2025SenateReceived from House, Passed on First Consideration
4/17/2025SenateEngrossed; ready for transmission to Sen.
4/16/2025HousePassed H., as am., Ayes 73, Nays 23, PNV 0
4/16/2025HouseSponsor(s) Added.
4/16/2025HouseFailed to adopt (Amendment 3 - HA0431), Ayes 24, Nays 68, PNV 0
4/16/2025HouseH. adopted am. (Amendment 2 - HA0214)
4/16/2025HouseAm. withdrawn. (Amendment 1 - HA0205)
4/16/2025HouseH. Placed on Regular Calendar for 4/16/2025
4/15/2025HousePlaced on cal. Calendar & Rules Committee for 4/15/2025
4/14/2025HouseRec. for pass; ref to Calendar & Rules Committee
4/14/2025HousePlaced on cal. Finance, Ways, and Means Committee for 4/14/2025
4/9/2025HouseRec. for pass by s/c ref. to Finance, Ways, and Means Committee
4/9/2025HousePlaced on s/c cal Finance, Ways, and Means Subcommittee for 4/9/2025
4/2/2025HouseAssigned to s/c Finance, Ways, and Means Subcommittee
3/31/2025House
Bill Text
HA0214 (Substitute)
4/16/2025
Enrolled / Public Chapter
Fiscal Note
HA0205
HA0431
Introduced
SA0202
SA0404
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