Bill
Bill > HB4111
summary
Introduced
02/02/2026
02/02/2026
In Committee
02/20/2026
02/20/2026
Crossed Over
02/19/2026
02/19/2026
Passed
Dead
Introduced Session
Potential new amendment
2026 Legislative Measures
Bill Summary
The statement includes a measure digest written in compliance with applicable readability standards. Digest: The Act says that data about a party’s or a witness’s immigration status may not be used in a civil case. The Act makes some exceptions. The Act makes it unlawful for employers to punish employees for taking certain actions after a lawful change in their work authorization documents. The Act makes changes to the definition of “profiling.” The Act becomes law 91 days after sine die. (Flesch Readability Score: 60.6). Provides that evidence of a party’s or a witness’s immigration status is not admissible as evi- dence in a civil proceeding. Provides exceptions. Makes it unlawful for employers to discriminate, retaliate or take other adverse action against an employee because the employee updates, or attempts to update, the employee’s personal infor- mation based on a lawful change to the employee’s employment authorization documentation. Clar- ifies what actions constitute an unlawful practice. For purposes of law enforcement profiling requirements, modifies the definition of “profiling” to include immigration status. Takes effect on the 91st day following adjournment sine die.
AI Summary
This bill, effective 91 days after the legislative session concludes, aims to protect individuals by limiting the use of immigration status in civil legal proceedings, preventing employers from retaliating against employees for updating their work authorization information, and expanding the definition of "profiling" for law enforcement. Specifically, evidence of a person's immigration status generally cannot be used in civil cases unless it's essential to prove a claim, with limited exceptions for calculating future wage loss or verifying work authorization after a job reinstatement. The bill also makes it illegal for employers to take negative actions against employees who update their personal information due to lawful changes in their federal employment authorization documents, though employers can still take necessary steps to comply with federal verification requirements. Furthermore, the definition of "profiling" by law enforcement is broadened to explicitly include targeting individuals based on their immigration status, in addition to other protected characteristics, unless it's based on a specific suspect description or information related to a suspected crime.
Committee Categories
Justice
Sponsors (40)
Tom Andersen (D)*,
Farrah Chaichi (D)*,
Willy Chotzen (D)*,
Lisa Fragala (D)*,
Sara Gelser Blouin (D)*,
Dacia Grayber (D)*,
Cyrus Javadi (D)*,
Deb Patterson (D)*,
Hai Pham (D)*,
Katherine Pham (D)*,
Floyd Prozanski (D)*,
Ben Bowman (D),
Anthony Broadman (D),
Paul Evans (D),
Sarah Finger McDonald (D),
Lew Frederick (D),
Mark Gamba (D),
Jeff Golden (D),
Chris Gorsek (D),
Ken Helm (D),
Zach Hudson (D),
Shannon Isadore (D),
Kayse Jama (D),
Jason Kropf (D),
Pam Marsh (D),
Susan McLain (D),
Mark Meek (D),
Lesly Muñoz (D),
Nancy Nathanson (D),
Travis Nelson (D),
Courtney Neron Misslin (D),
Daniel Nguyen (D),
Rob Nosse (D),
Lisa Reynolds (D),
Sue Rieke Smith (D),
Nathan Sosa (D),
Thuy Tran (D),
Jules Walters (D),
Mari Watanabe (D),
Lamar Wise (D),
Last Action
Work Session held. (on 02/25/2026)
Official Document
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