Pennsylvania House Bill 863 Establishes Legal Protections and Remedies Against Abusive Work Environments

Original title: An Act providing for legal protections from abusive work environments and for remedies.

Last action · March 11, 2025: Referred to LABOR AND INDUSTRY, March 11, 2025Sponsors: Pat Harkins and 15 others

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What This Bill Would Do

Pennsylvania House Bill 863 prohibits employers and employees from subjecting workers to an and prohibits retaliation against employees who report or oppose abusive conduct. Workers aggrieved by a violation may initiate a civil action within one year of the last alleged violation to seek remedies including back pay, medical expenses, damages for emotional distress, and punitive damages.

Why it matters

Employees gain the right to sue employers and individual workers for severe verbal abuse, threats, or work sabotage that causes physical or psychological injury, while employers can establish s by demonstrating they took reasonable steps to prevent and correct the behavior.

Who It Would Affect

Groups the bill's text would affect if enacted, as described in the record. Being affected is not a position for or against it.

Directly affected

Pennsylvania employees

Employees gain protections against abusive work environments and retaliation, along with the right to initiate civil legal actions and seek financial damages.

Directly affected

Pennsylvania employers

Employers face potential civil liability for abusive conduct committed by employees and must maintain preventive and corrective policies to establish affirmative defenses.

Key Facts

You don't have to trust us. Each fact below is taken straight from the official document - click any one to see the exact passage, highlighted in the original.

Frequently Asked Questions

What kind of behavior is considered abusive conduct under this bill?

Abusive conduct involves acts or omissions intended to inflict and resulting in physical or psychological injury requiring professional medical or mental health treatment, such as repeated verbal insults, threatening or humiliating conduct, or deliberate work sabotage.

Can an individual employee be held personally liable for workplace abuse?

Yes, an employee may be individually liable for violating the act, though it is an if they acted under the direction of their employer due to an actual or implied threat of an .

What deadlines apply to filing a lawsuit under the Healthy Workplace Act?

A person aggrieved by a violation must initiate a civil action or other proceeding in a court of competent jurisdiction within one year from the date of the last alleged violation.

Are all employers covered under this legislation?

The bill covers individuals, corporations, partnerships, and government entities, but specifically excludes religious, fraternal, charitable, or sectarian corporations or associations unless they receive governmental appropriations.

What else do you want to know?

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Where This Stands

Currently in committee. The next step in the legislative lifecycle is Floor Vote.

Procedural history

1 action

Mar 11, 2025HouseCommittee
Referred to LABOR AND INDUSTRY, March 11, 2025

Version history

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