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Texas Set to Enact Human Trafficking Prevention Requirements for First Responders, Hospitals, and Emergency Care Facilities

30 Jun

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Update Applicable to:Effective Date
All Covered First Responders (Excluding Volunteers and Law Enforcement), Hospitals with Emergency Departments, and Freestanding Emergency Medical Care FacilitiesSeptember 1, 2025


What happened?

On May 26, 2025, the Texas Legislature passed House Bill 742, which is now awaiting the governor’s signature. The bill aims to strengthen the state’s response to human trafficking by requiring training and awareness efforts in emergency services and healthcare settings.


Overview:

Texas HB 742 (2025), which establishes Chapter 763 in the Texas Health and Safety Code and introduces new requirements to combat human trafficking for First Responders, Hospitals and Freestanding Emergency Medical Care Facilities:


First Responders Requirements

  • Training for First Responders: Firefighters and emergency medical personnel (excluding volunteers and law enforcement) must complete a state-approved course on identifying, assisting, and reporting human trafficking victims.
  • The Health and Human Services Commission (HHSC) will oversee and publish these courses, including at least one free option.


Hospital and Freestanding Emergency Medical Care Facility Requirements

  • Signage: Emergency departments must display 11×17 inch signs in English, Spanish, and any other language spoken by at least 10% of staff.
  • Content – Signs must include:
    • A statement that all healthcare practitioners and first responders are required to receive human trafficking prevention training.
    • A statement that hospital (or facility) employees are protected from retaliation when reporting suspected trafficking in good faith.
    • A list of trafficking indicators and reporting contact information.
  • Employee Protection: Hospitals (or facilities) may not discipline, retaliate against, or discriminate against employees who report suspected trafficking to authorities.

Employers should keep an eye out for the HHSC and the Attorney General’s websites for official materials and the mandated poster.


Source References

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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