Pennsylvania Employment Law Guide — Workplace Rights & Protections
At-will employment, discrimination, wages, harassment, and retaliation protections under Pennsylvania law.
An employment law claim — whether it involves discrimination, wage theft, wrongful termination, or retaliation — typically follows a complaint-and-investigation process before it ever reaches a courtroom. Most claims must first be filed with the EEOC or a state agency, which investigates and attempts to resolve the matter. If that does not work, the next step is litigation. The strength of your case depends heavily on documentation — what you can prove, and when you reported it.
Key Protections
Pennsylvania's primary employment protections come from the Pennsylvania Human Relations Act (PHRA) §43-955, which prohibits workplace discrimination based on race, color, religious creed, ancestry, age (40 and older), sex, national origin, disability, use of guide or support animal, relationship or association with a disabled person — applies to employers with 4+ employees; adds ancestry and relationship/association protection beyond federal law.
At-Will Exceptions
Recognizes public policy exception in narrow circumstances; implied contract exception recognized if employer makes specific promises; does not broadly recognize covenant of good faith exception §43-260.1.
Wages and Compensation
| Pennsylvania Law | |
|---|---|
| Minimum Wage | $7.25/hr (matches federal minimum wage rate) §43-333.104 |
| Overtime | Pennsylvania Minimum Wage Act requires overtime at 1.5x regular rate for hours over 40 in a workweek; 2022 updates raised the salary threshold for exempt employees §43-333.104 |
| Wage Payment | Pennsylvania Wage Payment and Collection Law requires employers to pay wages on regular paydays at least semimonthly; wages must be paid within the standard pay period §43-260.3 |
| Final Paycheck | Final wages due on the next regular payday following separation; vacation pay due if earned under employer policy §43-260.3 |
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Frequently Asked Questions
General answers to common questions. Specific outcomes depend on your facts and timing.
If you have a deadline, court notice, or upcoming hearing, mention it when requesting assistance so timing can be evaluated promptly.
- 180 days to file with PHRC; 300 days with EEOC through dual filing
- $7.25/hr (matches federal minimum wage rate)