Pennsylvania 2025_0 Regular Session Status: In Committee 16 D cosponsors

HB 2843 — An Act amending the act of October 27, 1955 (P.L.744, No.222), known as the Pennsylvania Human Relations Act, further providing for powers and duties of the commission; and providing for employer policies and procedures.

Last action — Referred to LABOR AND INDUSTRY, Oct. 7, 2026

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  1. ✓
    Introduced
  2. 2
    In Committee
  3. 3
    Passed House
  4. 4
    Passed Senate
  5. 5
    To Executive
  6. 6
    Enacted

This bill is in committee in the House. Introduced October 07, 2026. It must pass committee before a floor vote.

Next likely step: a committee vote, then a floor vote in the House.

In plain language

This bill updates employer responsibilities regarding discrimination policies in Pennsylvania.

The bill amends the Pennsylvania Human Relations Act to require employers to have detailed policies for investigating harassment and discrimination. It also establishes penalties for non-compliance with these requirements.

What this means for you
  • Workers: This means workers can expect stronger internal policies for reporting discrimination and harassment.

Summary

Providing Updates to the Pennsylvania Human Relations Act

Bill Text

How this bill changes current law

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AI-generated reading aid from the bill's amendatory text — verify against the official bill.

This bill establishes new requirements for employer policies and procedures regarding the internal investigation of harassment and discrimination while amending the powers and duties of the Pennsylvania Human Relations Commission.

  • Section 7(f)

    To initiate, receive, investigate and pass upon complaints charging unlawful discriminatory practices and violations. → To initiate, receive, investigate and pass upon complaints charging unlawful discriminatory practices and violations under section 7.1.

    It specifies that the Commission's investigative authority now includes violations of a new section regarding employer policies and procedures.

  • Section 7.1. Employer Policies and Procedures.--(a) An employer shall adopt written policies and procedures for internal investigation of harassment, discrimination or retaliation against employes...

    It introduces a new requirement for employers to adopt internal investigation policies for harassment and discrimination.

  • Section 7.1

    (f) All statements made during the investigation and personal records created may not be used in retaliation against a current or former employe for reporting discrimination to a government agency.

    It protects individuals who report discrimination from retaliation based on statements made during investigations.

  • Section 7.1

    (g) An individual may not aid and abet in violating any acts prohibited under this act.

    It prohibits individuals from aiding others in violating discrimination laws.

  • Section 7.1

    (i) Employers shall keep a record of all prior policies and procedures regarding discrimination implemented for a period of two years after the effective date of the current policies and procedures.

    It requires employers to retain records of past discrimination policies for two years.

  • Section 7.1

    (k) An employer shall annually report any adverse judgments or administrative rulings made against the employer relating to discrimination to the Commission...

    It mandates annual reporting by employers of adverse judgments related to discrimination.

  • Section 7.1

    (m) An individual claiming a violation of this section may file a complaint with the Commission...

    It expands the Commission's role by allowing individuals to file complaints about violations of the new employer policy requirements.

  • Section 7.1

    (o) A fine imposed and collected by the Commission under subsection (m) or a civil penalty assessed under section 9(f)(2) shall be deposited into the General Fund.

    It stipulates where fines collected from violations will be deposited.

  • Section 7.1

    (n) Unless an employer has demonstrated willful disregard for the requirements of this section, the Commission shall waive...

    It provides conditions under which fines may be waived for first-time violations.

Action History

  1. Referred to LABOR AND INDUSTRY, Oct. 7, 2026

Sponsors

Sponsorship breakdown

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1 sponsors · 15 co-sponsors · 237 not signed on

Sponsors (1)

Co-sponsors (15)

Not signed on (237)

237 members have not signed on to this bill.

Show all 237 →

"Not signed on" means a member has not sponsored or co-sponsored this bill — it does not imply opposition. Members flagged Voted No have a recorded No vote on this bill.

Whip count is in markup. Polling the chamber and every recorded vote this session. Only the first open is slow. It’s instant for you after this. Calling the roll · Tallying · Engrossing

Subjects

civil-rights labor
Cross-referencing the record. Reading this bill against every other bill in the corpus by meaning, not keywords. Only the first open is slow. It’s instant for you after this. Matching · Ranking · Engrossing

Frequently asked questions

What does HB 2843 do?
Providing Updates to the Pennsylvania Human Relations Act
Who sponsors HB 2843?
HB 2843 is sponsored by Scott Conklin (Democratic), Patrick J. Harkins (Democratic), Aerion Abney (Democratic), Ana Tiburcio (Democratic), Manuel Guzman (Democratic), John C. Inglis III (Democratic), Johanny Cepeda-Freytiz (Democratic), Dan K. Williams (Democratic), Eddie Day Pashinski (Democratic), Justin C. Fleming (Democratic), Heather Boyd (Democratic), Maureen E. Madden (Democratic), Carol Hill-Evans (Democratic), Robert E. Merski (Democratic), Jennifer O'Mara (Democratic), and Greg Scott (Democratic).
What is the current status of HB 2843?
This bill is in committee in the House. Introduced October 07, 2026. It must pass committee before a floor vote.
Where can I track HB 2843?
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