Maryland Bars Mandatory Employer Meetings on Political or Religious Matters

The Details

Bar on Mandatory Employer Meetings on Political or Religious Matters

Effective Oct. 1, 2026, Maryland will prohibit employers from:

• Taking or threatening adverse action against an employee who refuses to attend, participate in, or listen to communications from the employer in an employer-sponsored meeting during which the employer communicates their opinion on religious or political matters.
  
  
• Failing to hire an applicant because they refuse to attend, participate in, or listen to communications from the employer in an employer-sponsored meeting during which the employer communicates their opinion on religious or political matters.

The law defines political matters as those relating to:

• Elections for political office;
• Political parties;
• Proposals to change legislation, regulations or public policy; or
• The decision to join or support a political or potential civic, community, fraternal or labor organization.

Under the law, religious matters are those relating to:

• Religious belief, affiliation and practice; or
• The decision to join or support a religious organization or association.

Exceptions

The law includes exceptions for religious organizations, political organizations and other situations. Review the text of the law for details.

Poster and Notice Requirements

Under the law, employers must display a poster in the workplace that describes employees’ rights. Employers must also furnish new hires with a notice.

The law requires that the Labor Commissioner develop a model poster and notice for employers.

The law states that the poster and notice must be made available in English and any other language commonly used by employees in the state. The law isn’t clear about whether the language requirements apply to the Labor Commissioner or employers. If employers have questions, they should consult legal counsel.

Next Steps

• Monitor the Labor Commissioner’s website, and display the required poster and furnish the required notice once the Labor Commissioner makes them available.
  
• Review policies and practices to help comply with the changes.
  
• Train supervisors on the new law.