Labor & Employment

This bill requires cannabis license applicants and existing licensees in Maryland to obtain a labor peace agreement as a condition of licensure, unless they already have a collective bargaining agreement in place. A labor peace agreement is defined as a contract between the cannabis business and a labor organization that prohibits strikes, picketing, boycotts, or other economic disruptions for the first five years of the license. The bill applies to all cannabis facilities and requires businesses to provide clear and convincing evidence that such agreements exist with any union or employee group representing workers in the state. This policy aims to prevent labor disputes from disrupting cannabis operations during the critical early years of business operation.

This bill prohibits Maryland schools from discriminating against job applicants or employees based on their legal use of cannabis outside of work hours and away from school property. It specifically protects individuals from being denied employment, having their compensation affected, or facing adverse employment actions due to off-duty cannabis use. However, the law does not authorize employees to use, possess, or be impaired by cannabis during work hours, and schools retain the ability to prohibit such behavior on school premises. The legislation also clarifies that it does not override federal requirements for drug testing related to employment, federal funding, or licensing.

This bill requires cannabis license applicants and existing licensees in Maryland to secure a labor peace agreement with any labor organization representing workers in the state as a condition for receiving a license. The agreement must prohibit strikes, picketing, boycotts, or other economic disruptions for the first five years of the license and must be legally enforceable under federal law. Licensees already covered by collective bargaining agreements are exempt from this requirement. The law takes effect on October 1, 2026.

This Maryland bill expands protections against noncompete and conflict of interest clauses by applying existing restrictions to employees of companies that move their majority of workers or headquarters out of the state. The law makes such restrictive clauses automatically unenforceable for workers earning at or below 150% of the state minimum wage, those in licensed health occupations, and direct patient care roles earning up to $350,000 annually. For higher-paid health care workers, the bill maintains current limits by capping noncompete agreements to one year and restricting geographic restrictions to within 10 miles of their primary workplace. Employers of these health care employees must also notify patients if a former employee relocates to a new practice location. The changes apply only to employment contracts signed on or after October 1, 2026.

HB 1205 establishes a minimum wage of $25.00 per hour for non-certified, non-supervisory school support staff (such as aides, clerks, and cafeteria workers) beginning July 1, 2028. It requires all Maryland county school boards to pay these employees at least this rate, directly affecting over 20,000 education support professionals statewide. The bill also mandates the State Department of Education to submit a cost report by December 1, 2026, with detailed estimates broken down by school system to implement this wage change.

HB 1539 creates the Maryland Labor Relations Board as an independent state agency to oversee collective bargaining for certain private sector employees. The bill establishes that eligible employees have the right to form or join unions, elect certified representatives, and engage in collective bargaining with employers. It outlines procedures for union elections, certification of representatives, and resolving disputes over unfair labor practices. The law specifically covers most private sector workers but excludes agricultural laborers, domestic workers, independent contractors, and supervisors. The new board will enforce these provisions and handle related elections and complaints.

SB 804 requires most Maryland employers with employees working in conditions of 80°F or higher (both indoors and outdoors) to create and maintain heat illness prevention plans. These plans must include provisions for providing sufficient shade, water, and rest opportunities; training workers to recognize and respond to heat-related illness; and implementing acclimatization procedures for new employees. Employers must monitor temperatures and establish emergency response protocols when heat thresholds are exceeded, with specific requirements for hydration, rest breaks, and symptom recognition. The law excludes certain emergency operations, short incidental exposures, and workspaces with mechanical cooling below 80°F.

SB 993 amends Maryland law to allow a nondependent child (such as an adult child not financially supported by the deceased parent) of a covered worker to file a wrongful death lawsuit if the worker dies from a work-related incident. Previously, the workers' compensation exclusivity rule prevented such lawsuits, but this bill explicitly removes that barrier. The law now states that workers' compensation benefits do not bar nondependent children from seeking damages under Maryland’s wrongful death statute (Title 3, Subtitle 9). This directly affects adult children who are not considered dependents under current workers' compensation rules.

HB 1302 removes a requirement that disabled public safety/judicial officers, their surviving spouses, or cohabitants must have been domiciled in Maryland for 5 years before a disability or death event to qualify for a property tax credit. The bill directly affects disabled officers (e.g., law enforcement, firefighters) who became disabled on duty, surviving spouses who haven’t remarried, and cohabitants who lived with a fallen officer for 180+ days. Key changes eliminate the 5-year residency rule while keeping other eligibility criteria, such as the dwelling being their primary residence and acquired within 10 years of the qualifying event. This makes the credit more accessible to qualifying residents without requiring long-term Maryland residency prior to the qualifying incident.

HB 1505 expands Maryland’s existing loan repayment and scholarship programs to include correctional officers. It amends two programs: the "Maryland Loan Assistance Repayment Program for Police Officers, Probation Agents, and Correctional Officers" (for repaying education loans) and the "Maryland Police Officers, Probation Agents, and Correctional Officers Scholarship Program" (for tuition assistance). Correctional officers who work in state correctional facilities for at least 2 years (for loan repayment) or commit to 5 years of service (for scholarships) become eligible. The bill directly affects current and future correctional officers pursuing or completing degrees in Maryland. It does not create new funding but extends existing benefits to this workforce.