The No FEAR Act is a U.S. federal law aimed at increasing accountability and reducing discrimination and retaliation in federal workplaces. It requires federal agencies to be more transparent about their equal employment opportunity (EEO) and whistleblower protection data, and it holds agencies financially accountable for judgments and settlements arising from discrimination and retaliation claims. Key purposes and mechanisms:

• Accountability for violations: The Act mandates that agencies be accountable for violations of antidiscrimination and whistleblower protection laws, including paying out of agency funds for judgments and settlements related to discrimination complaints. This creates a financial incentive for agencies to prevent unlawful conduct and remediate issues promptly.

• Transparency and public reporting: Agencies must post quarterly data on their public websites about EEO complaints and related activity, which promotes visibility into workplace discrimination patterns and agency responses. Annual reports to Congress summarize complaint activity and agency actions.

• Whistleblower protections: The Act reinforces protections for employees who disclose information about wrongdoing, retaliation, or mismanagement, reinforcing a culture that discourages retaliation and encourages reporting.

• Coverage and scope: The Act applies to federal agencies and is tied to several civil rights and labor statutes, including the Civil Rights Act, the Age Discrimination in Employment Act, the Rehabilitation Act, the Genetic Information Nondiscrimination Act, and related anti-discrimination provisions. It clarifies that discrimination based on protected characteristics and retaliation for EEO activity are prohibited.

If you’d like, I can pull the most current official summaries or Q&A from agency websites to provide exact language and up-to-date references.