HB2670 • 2026

employment; workplace communications; exclusions

HB2670 - employment; workplace communications; exclusions

Elections Labor

Passed Legislature

This bill passed both chambers and reached final enrollment, even if later executive action is not shown here.

Sponsor: Consuelo Hernandez, Alma Hernandez, Lydia Hernandez, Elda Luna-Nájera
Last action: 2026-01-21
Official status: House second read
Effective date: Not listed

Plain English Breakdown

The official text does not list a specific effective date, only that employers must post notices within thirty days after it becomes effective.

HB2670: Rules on Workplace Meetings About Religion and Politics

This law stops employers from punishing workers who refuse to attend meetings about religion or politics, while allowing necessary job-related communications.

What This Bill Does

Prohibits employers from firing, threatening, discriminating against, or taking other adverse actions against employees for skipping religious or political meetings.
Allows fired or punished employees to file a lawsuit within 120 days of the violation.
Requires courts to order remedies like job reinstatement, back pay, benefits restoration, and attorney fees if an employer breaks this rule.
Mandates that employers post a notice about these rights where other employee notices are usually placed.
Exempts communications required by law or needed for employees to do their jobs from the ban.

Who It Names or Affects

Private and public sector employers, including state agencies and local governments.
Employees who may choose not to attend meetings about religion or politics.

Terms To Know

Political matters: Topics like elections for political office, political parties, federal, state, or local laws and rules, public policy, or supporting civic groups and unions.
Religious beliefs: Issues about religious group membership, practices, or how to join a religious organization.

Limits and Unknowns

The law does not stop employers from sharing information required by laws or needed for job duties.
Colleges are exempt when meetings are part of classes, symposia, or academic programs.
Religious groups already exempt under federal civil rights laws do not have to follow this rule.

Bill History

2026-01-21 House
House second read
2026-01-20 House
House Rules: None
2026-01-20 House
House Commerce: None
2026-01-20 House
House first read

Official Summary Text

HB2670 - employment; workplace communications; exclusions

Current Bill Text

Read the full stored bill text

HB2670 - 572R - I Ver

REFERENCE TITLE:
employment; workplace communications; exclusions

State of Arizona

House of Representatives

Fifty-seventh Legislature

Second Regular Session

2026

HB 2670

Introduced by

Representatives
Hernandez C: Hernandez A, Hernandez L, Luna-N�jera

AN
ACT

amending title 23, chapter 2, article 1,
arizona revised statutes, by adding section 23-207; relating to
employment.

(TEXT OF BILL BEGINS ON NEXT PAGE)

Be it enacted by the Legislature of the State of Arizona:

Section 1. Title 23, chapter 2, article 1,
Arizona Revised Statutes, is amended by adding section 23-207, to read:

START_STATUTE
23-207.

Employers; workplace communication; civil action; exclusions;
definitions

A. An employer, including this state
and any instrumentality or political subdivision of this state, may not coerce,
interfere with or threaten an employee with discharge, discrimination,
RETALIATION, penalty or other adverse employment action because the employee
declines to attend an employer-sponsored meeting or affirmatively
declines to participate in or receive communications related to the employer's
religious beliefs or political matters.

B. An aggrieved employee may BRING a
civil action to enforce this section not later than one hundred twenty days
after the date of the alleged violation.

C. An employer who violates this
section is liable to the employee for all of the following:

1. Injunctive relief.

2. Reinstatement to the employee's
former position or an equivalent position.

3. Back pay and reestablishment of
employee benefits, including Seniority to which the employee would otherwise
have been eligible if the violation had not occurred and any other appropriate
relief.

4. Reasonable attorney fees and
costs.

D. Within thirty days after the
effective date of this section, an employer that is subject to this section
shall post a notice of employee rights under this section where employee
notices are customarily placed.

E. This section does not restrict any
of the following:

1. An employer or the employer's
agent, representative or designee from communicating information that is
required by law.

2. An employer or the employer's
agent, representative or designee from communicating information that is
necessary for employees to perform job duties.

3. An institution of higher education
or an agent, representative or designee of the institution of higher education
from meeting with or participating in communications that are part of
coursework curriculum, any symposia or an academic program.

F. This section does not apply to a
religious corporation, entity, association, educational institution or society
that is exempt from requirements of title VII of the Civil Rights Act of 1964
(P.L. 88-352; 78 Stat. 255; 42 united states code section 2000
e
through
e-17
).

G. For the purposes of this section:

1. "Political matters"
includes information that relates to any of the following:

(
a
) Elections
for political office.

(
b
) Political
parties.

(
c
) Federal,
state or local legislation.

(
d
) Federal
regulation or state or local rules.

(
e
) Public
policy.

(
f
) Supporting
a political party or a civic, community, fraternal or labor organization.

2. "Religious beliefs"
means matters that relate to religious affiliation and practice and information
on how to join or support any religious organization or association.
END_STATUTE