What Should Maryland Employees Know About the New Worker Freedom Act?

 Posted on October 28, 2026 in Employment Law

Maryland’s Worker Freedom Act took effect on October 1, 2026. It gives employees the right to refuse certain mandatory meetings. These meetings involve employers sharing their views on political or religious matters. Employers cannot discipline, fire, or threaten workers for refusing. The protection covers job applicants too. This means an employer cannot refuse to hire you for declining to attend. Union organizing is covered, but the law reaches further. Our Annapolis, MD employment law lawyer can explain how it applies to your workplace.

What Does Maryland's Worker Freedom Act Prohibit?

Governor Moore signed the Act into law on April 28, 2026. Its requirements appear in Maryland Labor and Employment § 3-718. The law also applies to supervisors and other representatives acting on an employer's behalf. Employers can still share their opinions and invite workers to voluntary discussions. The law does not prevent all workplace discussions about political or religious issues. Certain communications are exempt from the law. Whether a meeting is covered depends on its purpose, the topics discussed, and whether an exception applies.

Which Political and Religious Meetings Can Maryland Employees Decline?

The law covers several political and religious topics, including:

• Elections and political parties: Discussions about candidates, elections, or political party support

• Laws and government policies: Discussions about proposed laws or changes to government policies

• Labor unions and organizations: Discussions about joining or supporting labor unions, political parties, or certain community organizations

• Religious beliefs and practices: Discussions about religious beliefs, practices, or affiliations

• Religious organizations: Discussions about joining or supporting religious groups

For example, an employer cannot punish workers for refusing to attend a meeting meant to persuade them to oppose a union. The same protection applies to a meeting promoting the employer's views on proposed legislation.

Which Employers and Workplace Meetings Are Exempt From Maryland's Worker Freedom Act?

The Act applies broadly to Maryland employers, with specific exemptions. Certain religious organizations and exempt educational institutions fall outside its requirements. Political organizations can require meetings about their own political purposes.

Exceptions also apply to regular academic coursework and certain nonprofit training programs. Legally required compliance training and government employee orientations are also exempt. Colleges can conduct communications connected to coursework, symposiums, or academic programs.

Employers remain free to communicate information workers need to perform their jobs or that the law requires them to provide. Government employers can discuss policies and laws they administer. Voluntary meetings on political or religious matters remain entirely permissible.

A meeting labeled voluntary should not carry threats, discipline, or other penalties for declining. An attorney can assess the invitation and what followed.

When Must Maryland Employers Post Worker Freedom Act Notices?

Maryland requires employers to tell employees about these rights rather than leaving them to discover the law on their own. Beginning November 1, 2026, covered employers must display the official notice where employees can readily see it. They also have to provide the notice to each new employee when hired.

The Maryland Department of Labor has released the notices in English and Spanish. Employees can also read the notice online. The November deadline is separate from the law's October 1 effective date. Once the notice requirement takes effect, failing to provide the notice can count against an employer when the state decides how to address a violation. A missing poster does not prove an unlawful meeting.

How Can Maryland Employees File a Worker Freedom Act Complaint?

Employees who believe their employer violated the law can file a written complaint. It must be submitted to the Commissioner of Labor and Industry within 180 days of the alleged violation. The Commissioner investigates and tries to resolve the dispute through mediation.

If the state finds a violation, the employer can face a civil penalty of up to $10,000 for a first violation. That increases to $25,000 for a later one. Relief can also include reinstatement, lost wages, restored benefits, compensation, and attorney's fees.

Keep records that show what happened:

• Save meeting invitations and messages describing attendance as required.

• Record the date, subject, speakers, and what was said.

• Note when you declined to participate or stopped listening.

• Preserve any warnings, discipline, or changes to work assignments.

• Keep earlier performance reviews and relevant correspondence.

• Identify coworkers who witnessed the meeting or later treatment.

• Save the workplace notice, if one was provided.

The process begins with the state agency rather than a direct lawsuit under this Act. The Commissioner can seek court enforcement. A lawyer can help meet the deadline.

Contact Our Baltimore, MD Employment Law Attorney Today

At Freedman Law, LLC, we’re supportive with clients and aggressive with employers when the situation calls for it. Attorney Lindsay Freedman handles employment matters in both federal and state court. He has been recognized among the top employment lawyers in Annapolis. He’s hands-on and accessible throughout a case.

Contact Freedman Law, LLC at 410-290-6232 to talk to our Annapolis, MD employment law lawyer today. We’re available 24/7.