Sponsors (3)
The bill increases transparency, independent investigations, and incentives for stronger workplace protections—giving workers and investors more information and accountability—while imposing substantial compliance, investigatory, privacy, and reputational costs on companies, executives, and some individuals.
Investors, shareholders, taxpayers, and the public would receive clearer disclosures about the number, resolution, and aggregate payments for discrimination and harassment claims, improving ability to assess corporate legal and financial risk.
Women, people with disabilities, and racial/ethnic minorities (and other workers) could benefit because required reporting of prevention efforts, mandatory training, and repeat-settlement data may incentivize employers to strengthen workplace protections and reduce misconduct.
Workers and employees involved in claims would gain more independent fact-finding because many investigations must be conducted by outside law firms paid for by issuers, reducing employer control over outcomes and increasing trust in investigatory results.
Issuers, investors, taxpayers, and consumers would face higher costs because public-disclosure requirements plus widespread use of outside law firms raise compliance and investigatory expenses that may be passed on to consumers or reduce investment returns.
Employees, students, and other accused individuals risk reputational harm because broad definitions and requirements to report any 'allegation' could publicize unproven accusations before resolution.
Workers, immigrants, and others could face privacy exposures because detailed disclosures across affiliates may reveal sensitive personal or business information despite limited redaction rules.
Based on analysis of 4 sections of legislative text.
Requires public companies to disclose detailed data on workplace discrimination/harassment claims, use independent employee‑approved investigators, and run mandatory training, surveys, and anonymous tip lines.
Introduced July 22, 2025 by Ted Lieu · Last progress July 22, 2025
Requires public companies to disclose detailed counts, outcomes, and payment totals for discrimination and harassment claims, to use independent outside law firms for investigations chosen with employee agreement, and to run mandatory training, annual employee surveys, and anonymous tip lines. The bill broadens the definition of covered claims, requires board- and officer-level attestations about policies and compliance, and applies these reporting and operational requirements to the issuer and its parent/subsidiary entities.