Prohibits psychological abuse in the workplace by employers or co-workers, ensuring a safe environment for employees, provides protection, civil remedies, and penalties for employers based on revenue.

# Summary of the Rhode Island Workplace Psychological Safety Act

This bill would make psychological abuse in the workplace illegal in Rhode Island. It defines psychological abuse as repeated harmful behavior directed at an employee, which could include things like verbal threats, intimidation, humiliation, sabotaging someone's work, or other conduct that a reasonable person would find hostile or harmful to their mental or physical health. The bill aims to protect workers from ongoing mistreatment by employers, supervisors, or co-workers that goes beyond ordinary workplace disagreements or legitimate management decisions.

Under the bill, employees who experience psychological abuse would have the right to file complaints and pursue legal action against their employer. Employers would be required to take reasonable steps to prevent and address psychological abuse, such as establishing policies and procedures for handling complaints. If an employer fails to act or is found responsible, the bill provides for civil remedies, meaning affected workers could seek compensation for harm they've suffered. The penalties imposed on employers would be scaled based on the company's revenue, so larger businesses could face larger fines while smaller businesses would face proportionally smaller ones.

The bill also includes protections against retaliation, meaning employers could not punish or fire workers for reporting psychological abuse or participating in an investigation. It would apply broadly to workplaces across the state, affecting both private and public sector employees. The legislation makes clear that legitimate business actions — such as performance reviews, job assignments, or disciplinary measures carried out in good faith — would not be considered psychological abuse under the law.

The bill has been introduced in the Rhode Island House of Representatives and referred to the House Labor Committee, which has recommended holding it for further study, with a hearing scheduled for early 2026.