Maryland Prohibits Certain Supervisor-Employee Committees, Adds Penalties for Youth Labor Violations

The Details

Bar on Certain Supervisor-Employee Committees

Effective June 1, 2026, employers are prohibited from allowing the formation of a committee in the workplace if it meets the following criteria:

• It is initiated by the employer or employees and established through mutual consent of the employer and employees;
  
  
• Through the committee, supervisors and employees address or negotiate working conditions of mutual interest, including the employees’ quality or quantity of work, efficiency, compensation, benefits, recruitment, retention, grievances, child care, safety and health or religious accommodations;
  
  
• The employer may dissolve the group unilaterally; and
  
  
• Through federal action occurring on or after January 1, 2026, the committee is expressly exempt from, or otherwise not subject to, the National Labor Relations Act (NLRA) or the jurisdiction of the National Labor Relations Board (NLRB).

The law states that it shouldn’t be construed to preclude:

• The formation of a labor committee that is subject to the NLRA and the jurisdiction of the NLRB.
  
  
• Certification as an exclusive representative under the NLRA.
  
  
• The formation of a committee or governance structure that is required for accreditation or designation by a state or national organization. 

Penalties for Youth Labor Violations

The law also gives the state’s Labor Commissioner the authority to impose penalties on employers that violate state rules governing the employment of minors.

The maximum penalty is generally $16,035 per violation. However, willful and repeated violations may be subject to a maximum penalty of $72,876 per violation.

These penalties will be adjusted for inflation on July 15 each year, beginning in 2027.

Next Steps

Review the law in full and determine whether any changes to policies and practices should be made.