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June 2022: Maryland Governor Signs Reasonable Accommodations for Applicants with Disabilities Act into Law

08 Jun

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Update Applicable to:
All employers in the state of Maryland

What happened?

On May 31, 2022, Governor Hogan signed House Bill 78 (HB 78) into law, which will prohibit employers from discriminating against applicants for disabilities, among other things.

What are the details?
Effective October 1, 2022, employers will be prohibited from failing or refusing to make certain accommodations for the known disabilities of an applicant for employment unless the accommodation would cause undue hardship to the employer.

The Bill would also broaden the scope of existing law by providing protection to not only “qualified” individuals with a disability but to all applicants.

According to the Bill’s language, “An employer may not fail or refuse to make a reasonable accommodation for the known disability of an otherwise qualified employee or an applicant for employment.”

For more information, please see the links below:

House Bill 78 (HB 78)

Article

What do employers need to do?
Employers should review the links provided above and inform their managers not to discriminate against an applicant if they have any disabilities.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Maryland PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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