workers have a human right
to psychological safety.
hold employers accountable.
URGE LAWMAKERS TO PASS PROTECTIONS
We’re working to introduce the Workplace Psychological Safety Act in nearly 25 states. Email your legislators to ask them to introduce the bill.
show lawmakers that
businesses support workers
Join more than 200 businesses and organizations in officially endorsing the Workplace Psychological Safety Act.
As seen in
endorsed by
urgent actions
California
We’re approaching key legislators in the state to introduce the bill.
colorado
We’re approaching key legislators in the state to introduce the bill.
CONNECTICUT
We’re approaching key legislators in the state to introduce the bill.
HAWAII
Hawaii is the most recent state in the nation to introduce the Workplace Psychological Safety Act. A state focused on the aloha spirit of caring and compassion, Hawaii has an opportunity to show care for the psychological well-being of its workers. The bill died in 2026.
illinois
We’re approaching key legislators in the state to introduce the bill.
maine
We’re approaching key legislators in the state to introduce the bill.
maryland
We’re approaching key legislators in the state to introduce the bill.
Massachusetts
Last session in Massachusetts, we made history with the largest number of advocates and experts testifying together for workplace anti-abuse legislation. On October 2, 2025, the bill moved forward to the Senate Ways and Means Committee, where lawmakers look at the bill’s financial impact. In past sessions, this bill hasn’t moved until February of the second yea. But since this session’s deadlines shifted earlier—to December—and our bill advanced even sooner—in October—we just gained four extra months to build momentum and push for progress.
Senate Ways and Means is where a lot of bills stall—but here’s the good news: about one-third of bills do make it through. That means we’ve got a solid shot. We need as many people as possible to email committee members asking them to move the bill forward using this form. We ask you to replace the template letter with why we need this law based on your own experience.
minnesota
We’re approaching key legislators in the state to introduce the bill.
Nevada
On February 18, 2026, advocates in Nevada testified in support of the Workplace Psychological Safety Act, calling on lawmakers to finally address workplace bullying and psychological abuse. Urge Joint Interim Standing Committee on Commerce and Labor members to introduce the bill and show we have collective muscle by testifying again on April 15. Email us to join them to speak up for those who can’t: info@endworkplaceabuse.com.
new jersey
We’re approaching key legislators in the state to introduce the bill.
New york
Workplace anti-abuse legislation has been introduced in New York, but it requires amendments to truly protect employees. It requires proof of intent, a requirement that has watered down anti-discrimination law over the years, and proof of health harm. Neither are requirements with sexual harassment law, making this bill regressive.
oregon
We’re approaching key legislators in the state to introduce the bill.
pennsylvania
Senator John Kane is introducing a modification of the Workplace Psychological Safety Act called the Safe Workplace Act. If you live in Pennsylvania, ask your state senator to co-sponsor the bill and email the House Labor and Industry Committee to amend and advance the House bill.
rhode island
Rhode Island has the potential to become the first state in the U.S. to pass the Workplace Psychological Safety Act. Passing the bill in one state makes it easier to pass in others. The bill passed a Senate floor vote during the last two legislative sessions, so we need a continual public outcry to educate the RI House Labor Committee, as powerful corporate interest groups opposed the bill and it did not move forward to a floor vote.
texas
We’re approaching city councilors to introduce the bill.
vermont
We’re approaching key legislators in the state to introduce the bill.
virginia
We’re approaching key legislators in the state to introduce the bill.
washington
We’re approaching key legislators in the state to introduce the bill.
Washington, dc
Washington, DC, city councilors have an opportunity to bring protections from psychological abuse to our nation’s capitol. Urge them to introduce the bill on the city level.
Your state (if not listed above)
We’re looking for a state legislator to introduce the bill (what we call a lead sponsor) in the rest of the states. Take action.
UPCOMING EVENTS
Saturday,
April 25, 2026
1-2pmET
When the Truth Fights Back: Healing, Power, and the Path Beyond Workplace Abuse
Workplace abuse doesn’t just damage careers — it fractures identity, health, and self-trust. In this powerful and deeply human talk, Jeffrey Jacobs shares his lived experience inside a toxic institutional system that weaponized authority through retaliation, gaslighting, isolation, and narrative distortion. Rather than staying silent, he transformed his experience into a roadmap for healing.
Saturday,
May 16, 2026
1-2pmET
Break the Toxic Job Search Cycle & Heal from Workplace Trauma
In this powerful and practical session, Mercedes Swan, Career Love Coach, introduces the Toxic Job Cycle — a repeatable pattern many high-performing professionals unknowingly fall into after experiencing harmful work environments. She breaks down why this cycle occurs, how workplace trauma influences decision-making, and what it takes to interrupt it.
Saturday,
May 23, 2026
2-3pmET
quarterly progress report
Find out where End Workplace Abuse has been, what we’re working on now, and where we’re headed. Then meet other advocates for the Workplace Psychological Safety Act.
Saturday,
June 27, 2026
1-2pmET
Navigating the Inevitable: Proactive Strategies to “Exit Well” from an Abusive Workplace
Most people enter a toxic workplace believing they can fix it — that if they work hard enough, speak up clearly enough, or endure long enough, things will improve. While change is possible, it is rare. Recognizing that reality is often the first and most important step in protecting yourself. In this grounded and deeply practical session, participants will explore what it truly means to “exit well” from an abusive workplace — not as a failure, but as a strategic, self-protective decision.
Saturday,
August 15, 2026
2-3pmET
quarterly progress report
Find out where End Workplace Abuse has been, what we’re working on now, and where we’re headed. Then meet other advocates for the Workplace Psychological Safety Act.
Saturday,
November 14, 2026
1-2pmET
quarterly progress report
Find out where End Workplace Abuse has been, what we’re working on now, and where we’re headed. Then meet other advocates for the Workplace Psychological Safety Act.
WORKPLACE PSYCHOLOGICAL ABUSE IS ABOUT POWER AND CONTROL
PSYCHOLOGICAL ABUSE
OFTEN LEADS TO
PSYCHOLOGICAL INJURY,
and it’s an epidemic.
You expect your boss and co-workers to treat you with respect. But they talk down to you, falsely accuse you, isolate you, or sabotage your job or career.
You’ve been targeted by a workplace bully.
You try to please the abuser, but nothing works. The bully is threatened by your competence and ethics. They do everything they can to get rid of you. The power imbalance silences you into submission to keep the peace and your paycheck.
The bully doesn’t let up. You report the problem to management and expect the organization to intervene. But nothing happens.
You’re in a toxic work environment.
Research shows
workplaces are the fifth leading cause of death and account for billions in
additional healthcare costs.
In toxic work environments, leadership often prioritizes avoiding liability over human well-being. Because psychosocial harm isn’t regulated, employers ignore it — or become complicit. When employees report abuse, they’re often undermined, isolated, or pushed out. And if they fight back, the system escalates. Employers know workers have little legal recourse — and they use it.
There are three common outcomes: people leave to protect their health, are pushed out when they can’t function, or suffer serious — sometimes fatal — health consequences.
This isn’t rare. A 2023 Harris Poll found 71% of U.S. workers have had a toxic boss, and nearly 1 in 3 are dealing with one right now. Worse, toxic leaders are often rewarded — not held accountable.
The damage is profound: PTSD, suicidal ideation, career loss, and long-term health harm.
Employees die.
We regulate physical safety. We regulate environmental safety. But psychological safety — just as critical — remains unprotected.
It’s time to hold employers accountable.
We need a law. NOW.
“Policymakers have enjoyed a free pass in discussions over what to do in response to the sexual harassment allegations taking down Hollywood producers, news media titans and actors. Because the worst of the transgressions already are illegal, lawmakers seem satisfied to call for culprits to be fired or to step down and for corporate and industry leaders to promise that they’ll crack down on offenders more quickly in the future.
But legislators can do more to address the problem.
They can make workplace bullying illegal. Too many corporate leaders find it expedient to look the other way when bosses — especially ones they deem indispensable — systematically intimidate and humiliate underlings.
Bullies who believe that their whims matter more than other people’s dignity often don’t see why their sexual impulses shouldn’t be just as indulged.”
David Lieberman
LA Times