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May 14, 2026
Northampton County, Pennsylvania has taken a significant step to promote equality and fairness by adopting a comprehensive Human Relations Ordinance. The legislation prohibits discrimination across key areas, including employment, housing, public accommodations, education, and healthcare, while expanding protections beyond those provided by the Pennsylvania Human Relations Act (PHRA). For employers operating in Northampton County, this ordinance introduces new compliance requirements and underscores the importance of fostering an inclusive workplace. The ordinance is effective on June 1, 2026 (June 1, 2027 for the City of Bethlehem).
Expanded Protections Beyond the PHRA
The PHRA has long served as the foundation of anti-discrimination law in Pennsylvania, safeguarding individuals from discrimination based on race, color, religious creed, ancestry, age, sex, national origin, and disability.
Northampton County’s ordinance goes further by including additional protected classes, such as sexual orientation, gender identity and expression, genetic information, source of income, marital and familial status, veteran status, relationship/association with a person with a disability, status as a survivor of domestic or sexual violence, education status, and physical characteristics, like height or weight.
The ordinance applies to employers with one or more employees (excluding immediate family members), expanding coverage beyond the PHRA, which generally applies to employers of four or more employees.
Employment Discrimination Protections
With respect to employment, the ordinance prohibits employers from discriminating against workers or applicants with respect to hiring, firing, or other terms and conditions of employment, because of their protected class.
In the application process, employers cannot ask about protected characteristics or salary history. Nor can employers ask disability-related questions, unless they relate to an applicant’s ability to perform the essential functions of the job. Employers also are prohibited from inquiring about an applicant’s criminal history (i.e., “ban the box”) during the initial stages of the hiring process.
Employees are protected from retaliation for filing complaints alleging violations of the ordinance or for participating in related investigations.
Enforcement Mechanisms and Penalties
To ensure compliance, the ordinance establishes a Human Relations Commission within Northampton County. This commission is tasked with investigating complaints of discrimination and has the authority to impose fines of up to $600 for substantiated violations.
Implications for Employers
For employers in Northampton County, the adoption of this ordinance necessitates a proactive approach to compliance. Key steps include:
This article is designed to provide one perspective regarding recent legal developments, and is not intended to serve as legal advice. Always consult an attorney with specific legal issues.
