Concord, NH — In the evolving landscape of New Hampshire’s firearm regulations, a significant shift places the state in stark contrast with its New England neighbors. Starting January 1, most employers in New Hampshire will be mandated to permit employees to have loaded guns in their vehicles at work, provided the vehicle is locked and the firearms are not visible. This amendment, signed into law by Governor Chris Sununu earlier this year, underscores New Hampshire’s broad stance on gun rights in a region known for stringent gun safety measures.
The law, officially named HB 1336, was passed in July and adds to the existing chapter on “Pistols and Revolvers” in the state’s Public Safety and Welfare statutes. The legal update not only prevents employers from enforcing policies that restrict the storage of legally owned firearms and ammunition in personal vehicles on company property but also introduces sweeping employee privacy protections applicable to all businesses operating within the state.
Under the new stipulations, certain employers, particularly those receiving public funds—regardless of the amount or source—or any state or municipal entities, cannot penalize employees for storing firearms in their personal vehicles on workplace premises. Moreover, the law bars all New Hampshire employers from demanding employees to disclose whether they store firearms in their vehicles or from conducting searches of employee vehicles for firearms, except by law enforcement under lawful conditions.
Despite these changes, private companies still retain some autonomy over firearms on their premises. Employers may continue to prohibit firearms in areas outside of personal vehicles and in company-owned vehicles. Additionally, the law does not enable employees to carry firearms in areas where state law otherwise prohibits carrying.
Regarding employer liability, the new law provides immunity to employers from civil actions related to damages or injuries resulting from incidents involving firearms stored as per the regulations. However, this immunity does not cover cases where the employer intentionally causes harm. Employers must also remain vigilant about broader workplace safety obligations under federal and state laws, including measures to prevent workplace violence, particularly in sectors like healthcare, which face greater risks and are subject to specific OSHA regulations.
As the implementation date approaches, employers are advised to review and revise their workplace policies to align with the new requirements. This includes consulting legal counsel to ensure compliance, training management on the updated policies, clarifying ongoing safety rules to employees, and establishing clear procedures for addressing workplace threats.
To adequately prepare for the January deadline, employers might find it beneficial to openly communicate the change to their staff, emphasizing the conditions under which firearms can be kept in vehicles and ensuring employees understand the differences between old and new policies.
This new direction in New Hampshire’s firearm laws reflects a broader national conversation about the intersection of gun rights and workplace safety, highlighting unique responses from different states based on their cultural, social, and political climates.
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