The proposed bill introduces the "Workplace Psychological Safety Act" as a new chapter in Title 28 of the General Laws, aimed at ensuring the psychological safety of employees by holding employers accountable for workplace bullying. The act defines workplace bullying as unwelcome, degrading, and dehumanizing conduct that is severe or pervasive enough to create a work environment that a reasonable person would consider threatening, hostile, or abusive, and that unreasonably interferes with the target's ability to perform job duties.

Employers and representative employees are required to take all reasonable preventative and responsive measures to provide safe work environments free from bullying. This includes acknowledging and responding to complaints within a reasonable timeframe, providing a transparent complaint process with fair investigations, maintaining accurate records of complaints and findings, and training all employees on anti-bullying policies. The act prohibits employers from mandating mediation or arbitration for bullying complaints prior to employees retaining counsel and from engaging in adverse employment actions against employees who report bullying.

The act establishes a private right of action for employees who experience violations, allowing them to seek compensatory damages, punitive damages, injunctive relief, and restorative measures. Damages can include economic (back pay, front pay, and related medical expenses) and non-economic (pain, suffering, and distress) compensation, with a maximum penalty of $100 for certain violations and a maximum of $15,000 for other violations. Employees have three years to file a cause of action and may use pseudonyms in cases where there is a credible risk of retaliation or harm, subject to court approval. A regulatory review of the chapter is required five years after its effective date to assess its implementation and impact. The act will take effect upon passage.