Since July 1, 2026, Idaho Medicaid providers must follow limits on certain hiring, workplace, and public communication practices in Medicaid-funded activities.
Idaho Medicaid providers must avoid certain hiring preferences, workplace policies, and training, and cannot use state funds for public messages promoting those practices. Several clinical and federally required activities are exempt.
The attorney general may investigate formal complaints and seek penalties for violations. Before a civil penalty, the department must give written notice and a chance to correct the problem.
A health care professional may sue over retaliation for refusing to take part in prohibited DEI conduct. Possible remedies include returning to work, damages, or a court order.
Health care providers must not use certain hiring practices, workplace policies, or training, or state funds for certain public messages. The rules cover providers who participate in Idaho Medicaid or receive Medicaid payments through a state-contracted managed care network. The rules apply to Medicaid-funded activities and must be carried out consistently with federal Medicaid requirements. The law preserves compliance with federal civil rights laws, legitimate clinical data collection and discussions, and certain clinical, federally required, or accreditation-related activities. The law took effect July 1, 2026.
The attorney general may investigate formal complaints and seek civil penalties; the department must first give written notice and a chance to correct a violation. These enforcement rules apply to health care providers covered by the chapter. For providers with 50 or more employees, maximum penalties are $10,000 for a first violation, $50,000 for a second, and $100,000 for a third or later violation. For providers with fewer than 50 employees, the maximums are $5,000, $25,000, and $50,000, respectively. The law took effect July 1, 2026.
A health care professional may sue for retaliation for refusing to take part in prohibited DEI conduct. The right applies to health care professionals who face retaliation for refusing to participate in prohibited conduct. Possible remedies include reinstatement, a court order to stop the retaliation, compensatory damages, and reasonable attorney fees. The law took effect July 1, 2026.
No hearings or votes scheduled.