The bill under consideration amends sections 28-5-6 and 28-5-7 of the General Laws in Chapter 28-5, which are related to fair employment practices. It introduces new definitions and clarifies existing terms within the law. Notably, "age" is now defined as being at least forty years old, and "because of sex" or "on the basis of sex" is expanded to include pregnancy, childbirth, or related medical conditions. The bill also defines "confidential" as information that must remain undisclosed and introduces the term "non-disparagement agreement," which refers to an agreement that restricts an individual from speaking negatively about another party. The bill updates what constitutes unlawful employment practices, making it illegal for employers to discriminate based on various protected characteristics and requiring written disclosure of the outcomes of internal harassment complaints.

Furthermore, the bill prohibits employers from requiring employees to sign nondisclosure agreements (NDAs) or non-disparagement agreements that prevent them from discussing alleged civil rights violations or unlawful conduct as a condition of employment. Any contract provision that enforces such confidentiality regarding potential legal violations would be considered void and against public policy. The bill's intention is to protect employees' rights to speak out about workplace issues without fear of legal repercussions. The act is set to become effective immediately upon its passage, reflecting the urgency of these protections for employees.