🕷️ Crawler Inspector

URL Lookup

Direct Parameter Lookup

Raw Queries and Responses

1. Shard Calculation

Query:

Response:

Calculated Shard: 6 (from laksa152)

2. Crawled Status Check

Query:

curl -X POST \
  'http://laksa006.int.ahrefs:8124/' \
  -H 'Content-Type: text/plain' \
  -H 'X-ClickHouse-Database: crawler3' \
  -H 'Authorization: Basic YXBpOg==' \
  -d 'SELECT getAhrefsURLFromUnparsed(src_unparsed) AS found_url, ifNull(toUnixTimestamp(download_stamp), 0) AS crawl_time, ifNull(toUnixTimestamp(props_url_first_seen), 0) AS first_indexed_time, download_http_code AS http_code, src_unparsed AS src_unparsed, src_root_hash AS src_root_hash, history_drop_reason AS history_drop_reason, meta_title AS meta_title, meta_descriptions AS meta_descriptions, attrs_boilerpipe_text AS attrs_boilerpipe_text, attrs_markdown AS attrs_markdown, attrs_readable_markdown AS attrs_readable_markdown, meta_canonical AS meta_canonical FROM crawler3.page_info_local FINAL PREWHERE (src_root_hash, src_unparsed) IN ((getAhrefsRootHashFromUnparsed(getAhrefsUnparsedNoserviceFromURL(\'https://www.forthepeople.com/office-locations/pennsylvania/what-are-the-employment-laws/\')), getAhrefsUnparsedNoserviceFromURL(\'https://www.forthepeople.com/office-locations/pennsylvania/what-are-the-employment-laws/\'))) FORMAT JSONEachRow'

Response:

{"found_url":"https:\/\/www.forthepeople.com\/office-locations\/pennsylvania\/what-are-the-employment-laws\/","crawl_time":1775772256,"first_indexed_time":1682926211,"http_code":200,"src_unparsed":"com,forthepeople!www,\/office-locations\/pennsylvania\/what-are-the-employment-laws\/ s443","src_root_hash":"4476516915886262206","history_drop_reason":null,"meta_title":"What Are the Employment Laws in Pennsylvania? | Morgan & Morgan","meta_descriptions":["Employment law violations in Pennsylvania often go unreported. Learn your rights under PA employment laws to pursue justice and protect yourself."],"attrs_boilerpipe_text":"Employment Laws in Pennsylvania\nEmployment law violations occur almost daily in Pennsylvania. Unfortunately, such incidents go unreported in most cases simply because the victims do not know their rights. For this reason, understanding Pennsylvania employment laws is a great start in the pursuit of justice. \nPennsylvania employment laws fall into different categories. Here's an overview of some important employment laws in PA you need to know.\nFair Employment Practices\nPennsylvania law prohibits employers with four or more employees from discriminating against their employees based on their race, color, ancestry, national origin, religion, disability, age, sex, and education status. \nThey cannot discriminate against employees based on pregnancy, medical conditions deriving from childbirth, and academic status. The Pennsylvania Human Relation Act (PHRA) also prohibits employers from retaliating against an employee opposing discriminatory activities at the workplace or an employee who has made a charge, testified, or assisted in any investigation, proceeding, or hearing held under the PHRA. \nAccess to Employee Records and Files\nIn Pennsylvania, employers cannot prevent their employees from accessing certain records and files at reasonable times upon request. Under the Inspect of Employment Records Law, employees can inspect personnel files used to establish the employee's qualifications for employment, promotion, additional compensation, termination, disciplinary action, and other related information. \nEqual Pay\nThe Pennsylvania Equal Pay Law states that an employer cannot discriminate against an employee based on sex in the pay rate for jobs that require equal skill, responsibility, and effort performed under similar working conditions.\nFor example, paying a woman less to operate a forklift and paying a man more while working under the same conditions as the woman qualifies as wage discrimination. \nAdditionally, employment laws in Pennsylvania are quite clear regarding minimum wage, overtime, and child labor. \nWhat Is the Minimum Wage in Pennsylvania?\nAs of 2021, the minimum wage in Pennsylvania is $7.25 per hour. This is the same as the federal minimum wage. \nWhat Are the Overtime Laws in Pennsylvania?\nWhen employees work more than 40 hours a week in Pennsylvania, they are entitled to overtime pay. The overtime payment should be at the rate of one and one-half times the regular rate for all hours worked more than 40 hours in a workweek. \nEmployment laws in PA also require employers to pay their employees on a workweek basis. This rule applies even if the employee is paid on an hourly, piece rate, monthly salary, or any other basis. \nWhat Are Some Child Labor Laws in Pennsylvania?\nAll minors under 18 years cannot work in hazardous occupations. Examples of such occupations include:\npilots;\nfiremen;\ncertain railway positions;\nmanufacture of paints, chemicals, and dyes;\nestablishments that produce, sell, or distribute alcoholic beverages;\nAdditionally, minors cannot work more than six consecutive days unless in newspaper delivery. \nMinors aged between 16 and 17 can work up to:\neight hours a day when in school is in session, including summer school;\n10 hours a day during school vacation;\n8 hours during regular school week, including semester school;\n48 hours a week during a school vacation period. \nState laws also permit minors between 16 and 17 to work anytime between 6 am and 12 am when school is in session, including summer school. They may also work from 6 am to 1 am during school vacation periods. \nOn the other hand, minors aged 14 and 15 may work up to:\nthree hours on a school day;\neight hours on a non-school day;\n18 hours during a regular school week, including summer school;\n40 hours a week during a school vacation period.\nIn addition, state laws permit minors in this age group (14 to 15 years) to work between 7 am to 7 pm when school is in session, including summer school. They may also work from 7 am to 9 pm during school vacation. \nBut that's not all; minors in Pennsylvania cannot work without a work permit. Employers are also prohibited from scheduling minors to work more than five consecutive hours without getting a 30-minute break. \nRecruitment and Hiring\nPennsylvania employers cannot consider an applicant's arrest records, expunged records, juvenile adjudications, and summary offense convictions. However, they may consider an applicant's felony or misdemeanor convictions if they influence their suitability for that specific role. \nIf an employer decides not to hire an applicant based on their criminal history record, Pennsylvania employment law requires them to notify the applicant about it in writing. \nPennsylvania Employment Laws on Pay and Benefits\nDisputes relating to pay and benefits are quite common in Pennsylvania and other states across the United States. If you live and work in Pennsylvania, it is important to understand the state's different pay and benefits laws to fight for your rights when the need arises. \nWage Payment Laws\nIn Pennsylvania, employers are required to pay their employees by check or in cash. However, employers can pay their employees via electronic pay cards or direct deposits under certain circumstances. \nHow Often Should Pennsylvania Employees Be Paid?\nEmployment laws in the state require employers to pay their employees at least twice a month. The payment should be delivered on or before the 15th and the last day of the month. \nIf the employee is eligible for overtime pay, the overtime wages should be paid in the next succeeding pay period.\nCan Pennsylvania Employers Hide Your Pay Stubs?\nThe law requires PA employers to provide their employees access to a written record of various pay-related information. Examples include:\nhours worked;\nthe dates of the pay period (beginning and ending);\ndeductions if any;\nallowances;\ngross wages\nrates paid;\nnet wages.\nCan an Employer in Pennsylvania Deduct My Wages?\nYes, a Pennsylvania employer can deduct your wages, but only if the deduction is permitted by:\na court order;\nstate law;\nfederal law.\nHowever, this should also be accompanied by the employee's written permission. \nIt is also possible for an employer to deduct an employee's wages without the employee's written authorization. For example, the employer can dedicate wages for permissible reasons such as welfare or pension plan contributions, child support, union dues, tax levies, creditor wage garnishments, among others.\nPennsylvania Time Off and Leave of Absence Laws Explained\nThe state requires employers to provide their employees with time off and leave of absence. These laws vary depending on the reason for the leave or time-off request. \nThey include:\ncrime victim leave;\njury duty leave - all employers are required to provide jury duty leave to their employees except service industry or retail employers with fewer than 15 employees or employers in the manufacturing industry with fewer than 40 employees);\nmilitary leave;\norgan or tissue donation leave.\nCan an Employer Withhold My Final Wages After Termination?\nPennsylvania law prohibits employers from withholding the final wages, whether the termination is involuntary or voluntary. Instead, employers are required to pay the final wages by the next regular payday. \nCan an Employer Withhold My Vacation Pay After Termination?\nThis mostly depends on company policies. Generally, PA law does not require employers to provide employees with vacation benefits, whether paid or unpaid.\nScroll down for more","attrs_markdown":"[Skip to main content](https:\/\/www.forthepeople.com\/office-locations\/pennsylvania\/what-are-the-employment-laws\/#main-content)\n\n[Vote for us in the Central FL Favorites for Best Law Firm - Voting ends April 24th](https:\/\/www.centralfloridafavorites.com\/ \"Central FL Favorites voting page\")\n\n##### Main navigation\n- [Our Results](https:\/\/www.forthepeople.com\/verdicts-and-settlements\/)\n- [Locations](https:\/\/www.forthepeople.com\/office-locations\/)\n- Practice Areas\n  - [Car Accident](https:\/\/www.forthepeople.com\/practice-areas\/auto-accident-attorneys\/)\n  - [Slip and Fall](https:\/\/www.forthepeople.com\/practice-areas\/slip-and-fall-attorneys\/)\n  - [Workers' Compensation](https:\/\/www.forthepeople.com\/practice-areas\/workers-compensation-lawyers\/)\n  - [Truck Accidents](https:\/\/www.forthepeople.com\/practice-areas\/trucking-accident-attorneys\/)\n  - 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Enter your search query and press enter to search.\n\n(877) 667-4265\n\nCall Now - Open 24\/7\n\n(877) 667-4265\n\nResults may vary depending on your particular facts and legal circumstances. The attorney featured above is licensed in Florida. For a full list of attorneys in your state please visit our attorney page.\n\nBreadcrumb\n\n1. [Home](https:\/\/www.forthepeople.com\/)\n2. [Our Offices](https:\/\/www.forthepeople.com\/office-locations\/)\n3. [Pennsylvania](https:\/\/www.forthepeople.com\/office-locations\/pennsylvania\/)\n# PENNSYLVANIA EMPLOYMENT LAWYERS\nPennsylvania employment laws protect workers from wage theft, retaliation, harassment, and wrongful termination by employers. When these rights are violated, Morgan & Morgan files state and federal claims to recover back pay, penalties, and damages.\n\n[See if you qualify](https:\/\/www.forthepeople.com\/office-locations\/pennsylvania\/what-are-the-employment-laws\/#footer-form)\n\nResults may vary depending on your particular facts and legal circumstances. The attorney featured above is licensed in Florida. For a full list of attorneys in your state please visit our attorney page.\n\n877-667-4265  See if you qualify\n\n[See if you qualify](https:\/\/www.forthepeople.com\/office-locations\/pennsylvania\/what-are-the-employment-laws\/#footer-form)\n\n## Pennsylvania Personal Injury Lawyers\nWe’re proud to fight for our neighbors. Meet the attorneys from your community.\n\n[![Headshot of Clancy Boylan, a PA-based personal injury lawyer at Morgan & Morgan]()Clancy Boylan Read Bio](https:\/\/www.forthepeople.com\/attorneys\/clancy-boylan\/)\n\n[![Headshot of Matthew Leili, a PA-based personal injury lawyer at Morgan & Morgan]()Matthew Leili Read Bio](https:\/\/www.forthepeople.com\/attorneys\/matthew-leili\/)\n\n[![Headshot of Rebecca Sweeney, a PA-based personal injury lawyer at Morgan & Morgan]()Rebecca Sweeney Read Bio](https:\/\/www.forthepeople.com\/attorneys\/rebecca-sweeney\/)\n\n[![Headshot of Phil Keidel, a PA-based personal injury lawyer at Morgan & Morgan]()Phil Keidel Read Bio](https:\/\/www.forthepeople.com\/attorneys\/phil-keidel\/)\n\n[![Headshot of Scott Lempert, a PA-based personal injury lawyer at Morgan & Morgan]()Scott Lempert Read Bio](https:\/\/www.forthepeople.com\/attorneys\/scott-lempert\/)\n\n[![Headshot of Phoebe Gilmore, a PA-based personal injury lawyer at Morgan & Morgan]()Phoebe Gilmore Read Bio](https:\/\/www.forthepeople.com\/attorneys\/phoebe-gilmore\/)\n\n[![Headshot of Joshua Levy, a PA-based personal injury lawyer at Morgan & Morgan]()Joshua Levy Read Bio](https:\/\/www.forthepeople.com\/attorneys\/joshua-levy\/)\n\n[![Headshot of Jordan Solarz, a PA-based personal injury lawyer at Morgan & Morgan]()Jordan Solarz Read Bio](https:\/\/www.forthepeople.com\/attorneys\/jordan-solarz\/)\n\n[![Headshot of Peter Dorn, a PA-based personal injury lawyer at Morgan & Morgan]()Peter Dorn Read Bio](https:\/\/www.forthepeople.com\/attorneys\/peter-dorn\/)\n\n[![Headshot of Richard Maurer, a PA-based personal injury lawyer at Morgan & Morgan]()Richard Maurer Read Bio](https:\/\/www.forthepeople.com\/attorneys\/richard-maurer\/)\n\n[![Headshot of Michael Pungitore, a PA-based personal injury lawyer at Morgan & Morgan]()Michael Pungitore Read Bio](https:\/\/www.forthepeople.com\/attorneys\/michael-pungitore\/)\n\n[![Headshot of Brian Ruditys, a PA-based personal injury lawyer at Morgan & Morgan]()Brian Ruditys Read Bio](https:\/\/www.forthepeople.com\/attorneys\/brian-ruditys\/)\n\n[![Headshot of Luke Bradt, a PA-based personal injury lawyer at Morgan & Morgan]()Luke Bradt Read Bio](https:\/\/www.forthepeople.com\/attorneys\/luke-bradt\/)\n\n[![Headshot of Eli Levine, a PA-based personal injury lawyer at Morgan & Morgan]()Eli Levine Read Bio](https:\/\/www.forthepeople.com\/attorneys\/eli-levine\/)\n\n[![Headshot of Hannah J. Molitoris, a PA-based personal injury lawyer at Morgan & Morgan]()Hannah J. Molitoris Read Bio](https:\/\/www.forthepeople.com\/attorneys\/hannah-j-molitoris\/)\n\n[![Headshot of Timothy Rock, a PA-based personal injury lawyer at Morgan & Morgan]()Timothy Rock Read Bio](https:\/\/www.forthepeople.com\/attorneys\/timothy-rock\/)\n\n[![Headshot of Joshua Kirsch, a PA-based personal injury lawyer at Morgan & Morgan]()Joshua Kirsch Read Bio](https:\/\/www.forthepeople.com\/attorneys\/joshua-kirsch\/)\n\n[![Headshot of Ethan Feldman, a PA-based personal injury lawyer at Morgan & Morgan]()Ethan Feldman Read Bio](https:\/\/www.forthepeople.com\/attorneys\/ethan-feldman\/)\n\n[![Headshot of Shawn Ricci, a PA-based personal injury lawyer at Morgan & Morgan]()Shawn Ricci Read Bio](https:\/\/www.forthepeople.com\/attorneys\/shawn-ricci\/)\n\n[![Headshot of Jo-Ellen Levy, a PA-based personal injury lawyer at Morgan & Morgan]()Jo-Ellen Levy Read Bio](https:\/\/www.forthepeople.com\/attorneys\/jo-ellen-levy\/)\n\n## Employment Laws in Pennsylvania\nEmployment law violations occur almost daily in Pennsylvania. Unfortunately, such incidents go unreported in most cases simply because the victims do not know their rights. For this reason, understanding Pennsylvania employment laws is a great start in the pursuit of justice.\n\nPennsylvania employment laws fall into different categories. Here's an overview of some important employment laws in PA you need to know.\n\n## Fair Employment Practices\nPennsylvania law prohibits employers with four or more employees from discriminating against their employees based on their race, color, ancestry, national origin, religion, disability, age, sex, and education status.\n\nThey cannot discriminate against employees based on pregnancy, medical conditions deriving from childbirth, and academic status. The Pennsylvania Human Relation Act (PHRA) also prohibits employers from retaliating against an employee opposing discriminatory activities at the workplace or an employee who has made a charge, testified, or assisted in any investigation, proceeding, or hearing held under the PHRA.\n\n## Access to Employee Records and Files\nIn Pennsylvania, employers cannot prevent their employees from accessing certain records and files at reasonable times upon request. Under the Inspect of Employment Records Law, employees can inspect personnel files used to establish the employee's qualifications for employment, promotion, additional compensation, termination, disciplinary action, and other related information.\n\n## Equal Pay\nThe Pennsylvania Equal Pay Law states that an employer cannot discriminate against an employee based on sex in the pay rate for jobs that require equal skill, responsibility, and effort performed under similar working conditions.\n\nFor example, paying a woman less to operate a forklift and paying a man more while working under the same conditions as the woman qualifies as wage discrimination.\n\nAdditionally, employment laws in Pennsylvania are quite clear regarding minimum wage, overtime, and child labor.\n\n## What Is the Minimum Wage in Pennsylvania?\nAs of 2021, the minimum wage in Pennsylvania is \\$7.25 per hour. This is the same as the federal minimum wage.\n\n## What Are the Overtime Laws in Pennsylvania?\nWhen employees work more than 40 hours a week in Pennsylvania, they are entitled to overtime pay. The overtime payment should be at the rate of one and one-half times the regular rate for all hours worked more than 40 hours in a workweek.\n\nEmployment laws in PA also require employers to pay their employees on a workweek basis. This rule applies even if the employee is paid on an hourly, piece rate, monthly salary, or any other basis.\n\n## What Are Some Child Labor Laws in Pennsylvania?\nAll minors under 18 years cannot work in hazardous occupations. Examples of such occupations include:\n\n- pilots;\n- firemen;\n- certain railway positions;\n- manufacture of paints, chemicals, and dyes;\n- establishments that produce, sell, or distribute alcoholic beverages;\n\nAdditionally, minors cannot work more than six consecutive days unless in newspaper delivery.\n\nMinors aged between 16 and 17 can work up to:\n\n- eight hours a day when in school is in session, including summer school;\n- 10 hours a day during school vacation;\n- 8 hours during regular school week, including semester school;\n- 48 hours a week during a school vacation period.\n\nState laws also permit minors between 16 and 17 to work anytime between 6 am and 12 am when school is in session, including summer school. They may also work from 6 am to 1 am during school vacation periods.\n\nOn the other hand, minors aged 14 and 15 may work up to:\n\n- three hours on a school day;\n- eight hours on a non-school day;\n- 18 hours during a regular school week, including summer school;\n- 40 hours a week during a school vacation period.\n\nIn addition, state laws permit minors in this age group (14 to 15 years) to work between 7 am to 7 pm when school is in session, including summer school. They may also work from 7 am to 9 pm during school vacation.\n\nBut that's not all; minors in Pennsylvania cannot work without a work permit. Employers are also prohibited from scheduling minors to work more than five consecutive hours without getting a 30-minute break.\n\n## Recruitment and Hiring\nPennsylvania employers cannot consider an applicant's arrest records, expunged records, juvenile adjudications, and summary offense convictions. However, they may consider an applicant's felony or misdemeanor convictions if they influence their suitability for that specific role.\n\nIf an employer decides not to hire an applicant based on their criminal history record, Pennsylvania employment law requires them to notify the applicant about it in writing.\n\n## Pennsylvania Employment Laws on Pay and Benefits\nDisputes relating to pay and benefits are quite common in Pennsylvania and other states across the United States. If you live and work in Pennsylvania, it is important to understand the state's different pay and benefits laws to fight for your rights when the need arises.\n\n## Wage Payment Laws\nIn Pennsylvania, employers are required to pay their employees by check or in cash. However, employers can pay their employees via electronic pay cards or direct deposits under certain circumstances.\n\n## How Often Should Pennsylvania Employees Be Paid?\nEmployment laws in the state require employers to pay their employees at least twice a month. The payment should be delivered on or before the 15th and the last day of the month.\n\nIf the employee is eligible for overtime pay, the overtime wages should be paid in the next succeeding pay period.\n\n## Can Pennsylvania Employers Hide Your Pay Stubs?\nThe law requires PA employers to provide their employees access to a written record of various pay-related information. Examples include:\n\n- hours worked;\n- the dates of the pay period (beginning and ending);\n- deductions if any;\n- allowances;\n- gross wages\n- rates paid;\n- net wages.\n## Can an Employer in Pennsylvania Deduct My Wages?\nYes, a Pennsylvania employer can deduct your wages, but only if the deduction is permitted by:\n\n- a court order;\n- state law;\n- federal law.\n\nHowever, this should also be accompanied by the employee's written permission.\n\nIt is also possible for an employer to deduct an employee's wages without the employee's written authorization. For example, the employer can dedicate wages for permissible reasons such as welfare or pension plan contributions, child support, union dues, tax levies, creditor wage garnishments, among others.\n\n## Pennsylvania Time Off and Leave of Absence Laws Explained\nThe state requires employers to provide their employees with time off and leave of absence. These laws vary depending on the reason for the leave or time-off request.\n\nThey include:\n\n- crime victim leave;\n- jury duty leave - all employers are required to provide jury duty leave to their employees except service industry or retail employers with fewer than 15 employees or employers in the manufacturing industry with fewer than 40 employees);\n- military leave;\n- organ or tissue donation leave.\n## Can an Employer Withhold My Final Wages After Termination?\nPennsylvania law prohibits employers from withholding the final wages, whether the termination is involuntary or voluntary. Instead, employers are required to pay the final wages by the next regular payday.\n\n## Can an Employer Withhold My Vacation Pay After Termination?\nThis mostly depends on company policies. Generally, PA law does not require employers to provide employees with vacation benefits, whether paid or unpaid.\n\n## 150,000+ Five Star Reviews\nThe reasons why clients trust Morgan & Morgan.\n\n![Quotation icon](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/quote-blue.svg)\n\nVery helpful, explained everything carefully and so I understood.\n\nRakese T.\n\nScranton, PA\n\n![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg)\n\n![Quotation icon](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/quote-blue.svg)\n\nProfessional understanding and quick, overall great service\\!\n\nXiomalis J.E\n\nPittsburgh, PA\n\n![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg)\n\n![Video thumbnail for 43c4ys7m72](https:\/\/www.forthepeople.com\/sites\/default\/files\/styles\/original_image\/public\/externals\/ff9c78ac63c6261e88b634e6501200ef.jpg.webp?itok=qhYQHof5)\n\n![Play video](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/play.svg)\n\n![Quotation icon](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/quote-blue.svg)\n\nVery professional and helpful. Would highly recommend.\n\nAmber D.\n\nPittsburgh, PA\n\n![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg)\n\n![Quotation icon](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/quote-blue.svg)\n\nI was helping my father out on a matter, they were very helpful. We look forward to doing business with ith the company in the future.\n\nDarlene L.H\n\nPhiladelphia, PA\n\n![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg)\n\n![Video thumbnail for 0ycee6119j](https:\/\/www.forthepeople.com\/sites\/default\/files\/styles\/original_image\/public\/externals\/365f41f43cb951814d41cc0ce77f064c.jpg.webp?itok=a87GnRpb)\n\n![Play video](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/play.svg)\n\n![Quotation icon](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/quote-blue.svg)\n\nIt has been as stress free as it has been easy and relatively quick definitely recommend\n\nWilliam K.\n\nPhiladelphia, PA\n\n![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg)\n\n![Quotation icon](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/quote-blue.svg)\n\nThank you so much Sam + Morgan & Morgan team! Appreciate you advocating for me and my friends after a terrible car accident that endured life altering injuries and trauma. You guys are truly the best\\!\n\nGrace D.\n\nPhiladelphia, PA\n\n![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg) ![Star](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/star-solid-yellow-2.svg)\n\n![Video thumbnail for w975ml0o2g](https:\/\/www.forthepeople.com\/sites\/default\/files\/styles\/original_image\/public\/externals\/22c69283ab883e0a9f7d2be8a8d15420.jpg.webp?itok=A2i0Uvjj)\n\n![Play video](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/play.svg)\n\nResults may vary depending on your particular facts and legal circumstances. Based on select nationwide reviews.\n\nFAQ\n\n- ## When You Need an Employment Lawyer in Pennsylvania\n  Although Pennsylvania has strict employment laws, many employers still violate them. Here are some examples of situations that might require the attention of a Pennsylvania employment lawyer.\n  \n  #### If You've Been Discriminated Against\n  A workplace discrimination attorney can help fight for your rights if you've been discriminated against at your workplace. Whether it's a case of religious, age, gender, sex, racial, disability discrimination, or anything in between, you need a qualified workplace discrimination lawyer to fight for your rights.\n  \n  Remember, as stated earlier, employers are prohibited from engaging in [retaliatory behavior](https:\/\/www.forthepeople.com\/blog\/workplace-retaliation-common-forms-every-employee-should-know\/), and if that's what you're going through, then it's time to speak to an attorney.\n  \n  In Pennsylvania, victims of discrimination may be entitled to:\n  \n  - wage recovery;\n  - financial damages;\n  - job reinstatement;\n  - job promotion.\n  \n  Additionally, your employer might be required to pay your lawyer fees and provide injunctive relief (when the company is forced to change its policies to prevent future discrimination).\n  \n  #### Wage and Hour Violations\n  Wage and hour violations are pretty common across many industries in the state. For example, IT workers, service technicians, exotic dancers, installers, pizza delivery drivers, tipped employees, and call center workers are usually among the most affected by wage and hour violations.\n  \n  Unfortunately, many victims of this violation don't usually have the courage to confront their employers due to the fear of losing their jobs. But that shouldn't be the case; an employer cannot fire or threaten to fire you when you are fighting for your right to be paid what they owe.\n  \n  The societal stigma associated with certain jobs, such as [exotic dancing](https:\/\/www.forthepeople.com\/blog\/exotic-dancers-and-strippers-are-often-paid-incorrectly-heres-what-you-need-know\/), also makes it more difficult for victims of wage and hour violations to seek justice.\n  \n  The same also applies to tipped employees. For example, aside from their hourly wages, a tipped employer is expected to pocket a certain percentage of tips received while on shift.\n  \n  Their employer is also expected to take care of certain expenses, such as the wear and tear delivery vehicles go through all the time. In 2018, Pizza Hut was forced to pay \\$2 million for failing to meet minimum wage and driver's expenses.\n  \n  #### If You Get Injured at Work\n  Suppose you've been injured while at work. In that case, you deserve compensation for your damages. Workplace-related injuries vary depending on the work environment, and each comes with some severe consequences.\n  \n  For example, if you work at a grocery store, you may slip and fall due to someone else's negligence. And, if you suffer serious injuries, a [worker's compensation attorney](https:\/\/www.forthepeople.com\/practice-areas\/workers-compensation-lawyers\/) can help you get the compensation you deserve.\n  \n  Employment violations come in different forms. Sometimes, you may not even be aware that you're entitled to compensation until after consulting an experienced labor and employment attorney from a reputable law firm like Morgan & Morgan.\n- ## How Morgan & Morgan Can Help\n  Morgan & Morgan is the law firm to contact when you need a lawyer who'll fight for your rights and ensure you receive the compensation you deserve, whether in the form of job reinstatement, promotion, monetary, or anything in between. This is because we are the biggest injury law firm in the United States, with offices all over the country, including Pennsylvania.\n  \n  Given that we are the largest injury law firm in the state and nation, we boast unlimited legal resources to fight for our clients in or out of court. Your employer or insurance companies cannot intimidate us into accepting a settlement that does not meet our demands. Instead, our labor and employment lawyers in PA are always prepared to take the matter to court if the other party won't provide reasonable compensation.\n  \n  And, that's not all - we have an army of over 1,000 lawyers ready to represent you in your workers' compensation claim. Having recovered over \\$30 billion in compensation over the past three decades, our law firm provides the best personal injury lawyers in the industry. They not only understand our client's needs but also treat them like family.\n  \n  Like other cases, employment law violation cases in Pennsylvania have deadlines. For example, you have up to 180 days from the date the discrimination occurred to file a claim. The sooner you contact a Morgan & Morgan labor and employment law attorney, the better your chances of winning the claim.\n  \n  In Pennsylvania, you'll find our offices in Philadelphia and Pittsburgh, ready to listen to your case and provide the best way forward. You can also call us at 215-446-0003 or [send us a message online](https:\/\/www.forthepeople.com\/office-locations\/pennsylvania\/pittsburgh\/) for a free, no-obligation case evaluation.\n\nScroll down for more\n\nLoad More\n\n## Our Results\n\\$286,000\n\nEmployment Law  \nPhiladelphia, PA • 2024\n\n\\$12,750,000\n\nUnpaid Overtime • 2021\n\n\\$10,034,951\n\nWrongful Termination  \nDetroit, MI • 2026\n\n\\$9,000,000\n\nEmployment Law  \nOrlando, FL • 2024\n\n\\$9,000,000\n\nClass Action • 2024\n\n\\$8,500,000\n\nClass Action • 2020\n\n\\$8,438,370\n\nWorkers' Compensation  \nLakeland, FL • 2022\n\n\\$6,560,651\n\nClass Action  \nJackson, MS • 2023\n\n\\$6,000,000\n\nEmployment Law • 2021\n\n\\$6,000,000\n\nClass Action • 2021\n\n\\$5,281,534\n\nUnpaid Overtime  \nOrlando, FL • 2022\n\n\\$4,750,000\n\nClass Action • 2021\n\n## How It Works\nUnsure what to do next? With 35 years of experience, our personal   \ninjury lawyers will guide you every step of the way.\n\n![Step 1](https:\/\/www.forthepeople.com\/sites\/default\/files\/styles\/600_wide\/public\/images\/media-uploads\/step-1-new.jpg.webp?itok=LoUUiMW5)\n\n1\n\n### Contact Us 24\/7 - It’s Free\nStart with a free, no-obligation case evaluation online, by phone, or via text. Tell us your story—we’re here to listen.\n\n[Start your claim](https:\/\/www.forthepeople.com\/office-locations\/pennsylvania\/what-are-the-employment-laws\/#footer-form)\n\n![Step 2](https:\/\/www.forthepeople.com\/sites\/default\/files\/styles\/600_wide\/public\/images\/media-uploads\/step-2-new.jpg.webp?itok=NBy8fMee)\n\n2\n\n### Meet your dedicated attorney\nOnce your case qualifies, we’ll pair you with a lawyer and a supportive team. They’ll handle everything, keep you informed, and answer all your questions.\n\n[Meet the attorneys](https:\/\/www.forthepeople.com\/attorneys\/)\n\n![Step 3](https:\/\/www.forthepeople.com\/sites\/default\/files\/styles\/600_wide\/public\/images\/media-uploads\/step-3-new.jpg.webp?itok=Nmgk_qWx)\n\n3\n\n### We fight for more\nYour legal team will build a strong case, negotiate with insurance companies, and pursue the maximum results you deserve.\n\n[Learn more about the case process](https:\/\/www.forthepeople.com\/blog\/the-case-process\/)\n\nResults may vary depending on your particular facts and legal circumstances. The attorneys shown in these photos may not be licensed in your state. To find an attorney licensed in your area, please visit our attorney page.\n\n## Local Care\nBacked by America’s Largest Injury Law Firm.\n\n- \\$30 Billion\n  Recovered for clients  \n   nationwide\n- 700,000+\n  Clients and families  \n  served\n- 1,000+\n  Attorneys across  \n  the country\n- 1\n  Click may change your life\n\n## We know your pain.\nJohn Morgan’s brother Tim was injured as a teen. Their experience with a lawyer was a nightmare. John spent 35 years building a firm to do better for families like his. And yours.\n\n![Video thumbnail for ugbs000ml3](https:\/\/www.forthepeople.com\/sites\/default\/files\/styles\/original_image\/public\/externals\/dc027c42cbe53b8e1972313df8d3fb03.jpg.webp?itok=WGizny34)\n\n![Play video](https:\/\/www.forthepeople.com\/themes\/custom\/morgan\/images\/icons\/play.svg)\n\nThe attorney featured above is licensed in Florida. For a full list of attorneys in your state please visit our attorney page.   \n Results may vary depending on your particular facts and legal circumstances.\n\n## The Fee is Free®\nOnly pay if we win.  \nContact us 24\/7.\n\n## It's Easy to Get Started\nProvide a few simple details about your injury and our team will take it from there.\n\nResults may vary depending on your particular facts and legal circumstances. ©2026 Morgan and Morgan, P.A. 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All rights reserved\n\n[Privacy Policy](https:\/\/www.forthepeople.com\/privacy-policy\/) [Disclaimers and Terms of Use](https:\/\/www.forthepeople.com\/disclaimer-and-terms-of-use\/)\n\n![Attorney John Morgan, an Orlando-based personal injury lawyer from Morgan & Morgan](https:\/\/www.forthepeople.com\/profiles\/contrib\/mm_drupal_core_d9_shared_infra\/modules\/mm_ctm\/assets\/jbm.jpg)\n\nCall Us Today  It's Free\\!877-667-4265","attrs_readable_markdown":"Employment Laws in Pennsylvania\n\nEmployment law violations occur almost daily in Pennsylvania. Unfortunately, such incidents go unreported in most cases simply because the victims do not know their rights. For this reason, understanding Pennsylvania employment laws is a great start in the pursuit of justice. Pennsylvania employment laws fall into different categories. Here's an overview of some important employment laws in PA you need to know. Fair Employment Practices Pennsylvania law prohibits employers with four or more employees from discriminating against their employees based on their race, color, ancestry, national origin, religion, disability, age, sex, and education status. They cannot discriminate against employees based on pregnancy, medical conditions deriving from childbirth, and academic status. The Pennsylvania Human Relation Act (PHRA) also prohibits employers from retaliating against an employee opposing discriminatory activities at the workplace or an employee who has made a charge, testified, or assisted in any investigation, proceeding, or hearing held under the PHRA. Access to Employee Records and Files In Pennsylvania, employers cannot prevent their employees from accessing certain records and files at reasonable times upon request. Under the Inspect of Employment Records Law, employees can inspect personnel files used to establish the employee's qualifications for employment, promotion, additional compensation, termination, disciplinary action, and other related information. Equal Pay The Pennsylvania Equal Pay Law states that an employer cannot discriminate against an employee based on sex in the pay rate for jobs that require equal skill, responsibility, and effort performed under similar working conditions. For example, paying a woman less to operate a forklift and paying a man more while working under the same conditions as the woman qualifies as wage discrimination. Additionally, employment laws in Pennsylvania are quite clear regarding minimum wage, overtime, and child labor. What Is the Minimum Wage in Pennsylvania? As of 2021, the minimum wage in Pennsylvania is \\$7.25 per hour. This is the same as the federal minimum wage. What Are the Overtime Laws in Pennsylvania? When employees work more than 40 hours a week in Pennsylvania, they are entitled to overtime pay. The overtime payment should be at the rate of one and one-half times the regular rate for all hours worked more than 40 hours in a workweek. Employment laws in PA also require employers to pay their employees on a workweek basis. This rule applies even if the employee is paid on an hourly, piece rate, monthly salary, or any other basis. What Are Some Child Labor Laws in Pennsylvania? All minors under 18 years cannot work in hazardous occupations. Examples of such occupations include: pilots; firemen; certain railway positions; manufacture of paints, chemicals, and dyes; establishments that produce, sell, or distribute alcoholic beverages; Additionally, minors cannot work more than six consecutive days unless in newspaper delivery. Minors aged between 16 and 17 can work up to: eight hours a day when in school is in session, including summer school; 10 hours a day during school vacation; 8 hours during regular school week, including semester school; 48 hours a week during a school vacation period. State laws also permit minors between 16 and 17 to work anytime between 6 am and 12 am when school is in session, including summer school. They may also work from 6 am to 1 am during school vacation periods. On the other hand, minors aged 14 and 15 may work up to: three hours on a school day; eight hours on a non-school day; 18 hours during a regular school week, including summer school; 40 hours a week during a school vacation period. In addition, state laws permit minors in this age group (14 to 15 years) to work between 7 am to 7 pm when school is in session, including summer school. They may also work from 7 am to 9 pm during school vacation. But that's not all; minors in Pennsylvania cannot work without a work permit. Employers are also prohibited from scheduling minors to work more than five consecutive hours without getting a 30-minute break. Recruitment and Hiring Pennsylvania employers cannot consider an applicant's arrest records, expunged records, juvenile adjudications, and summary offense convictions. However, they may consider an applicant's felony or misdemeanor convictions if they influence their suitability for that specific role. If an employer decides not to hire an applicant based on their criminal history record, Pennsylvania employment law requires them to notify the applicant about it in writing. Pennsylvania Employment Laws on Pay and Benefits Disputes relating to pay and benefits are quite common in Pennsylvania and other states across the United States. If you live and work in Pennsylvania, it is important to understand the state's different pay and benefits laws to fight for your rights when the need arises. Wage Payment Laws In Pennsylvania, employers are required to pay their employees by check or in cash. However, employers can pay their employees via electronic pay cards or direct deposits under certain circumstances. How Often Should Pennsylvania Employees Be Paid? Employment laws in the state require employers to pay their employees at least twice a month. The payment should be delivered on or before the 15th and the last day of the month. If the employee is eligible for overtime pay, the overtime wages should be paid in the next succeeding pay period. Can Pennsylvania Employers Hide Your Pay Stubs? The law requires PA employers to provide their employees access to a written record of various pay-related information. Examples include: hours worked; the dates of the pay period (beginning and ending); deductions if any; allowances; gross wages rates paid; net wages. Can an Employer in Pennsylvania Deduct My Wages? Yes, a Pennsylvania employer can deduct your wages, but only if the deduction is permitted by: a court order; state law; federal law. However, this should also be accompanied by the employee's written permission. It is also possible for an employer to deduct an employee's wages without the employee's written authorization. For example, the employer can dedicate wages for permissible reasons such as welfare or pension plan contributions, child support, union dues, tax levies, creditor wage garnishments, among others. Pennsylvania Time Off and Leave of Absence Laws Explained The state requires employers to provide their employees with time off and leave of absence. These laws vary depending on the reason for the leave or time-off request. They include: crime victim leave; jury duty leave - all employers are required to provide jury duty leave to their employees except service industry or retail employers with fewer than 15 employees or employers in the manufacturing industry with fewer than 40 employees); military leave; organ or tissue donation leave. Can an Employer Withhold My Final Wages After Termination? Pennsylvania law prohibits employers from withholding the final wages, whether the termination is involuntary or voluntary. Instead, employers are required to pay the final wages by the next regular payday. Can an Employer Withhold My Vacation Pay After Termination? This mostly depends on company policies. Generally, PA law does not require employers to provide employees with vacation benefits, whether paid or unpaid.\n\nScroll down for more","meta_canonical":null}

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Meta Title	What Are the Employment Laws in Pennsylvania? \| Morgan & Morgan
Meta Description	Employment law violations in Pennsylvania often go unreported. Learn your rights under PA employment laws to pursue justice and protect yourself.
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Boilerpipe Text	Employment Laws in Pennsylvania Employment law violations occur almost daily in Pennsylvania. Unfortunately, such incidents go unreported in most cases simply because the victims do not know their rights. For this reason, understanding Pennsylvania employment laws is a great start in the pursuit of justice. Pennsylvania employment laws fall into different categories. Here's an overview of some important employment laws in PA you need to know. Fair Employment Practices Pennsylvania law prohibits employers with four or more employees from discriminating against their employees based on their race, color, ancestry, national origin, religion, disability, age, sex, and education status. They cannot discriminate against employees based on pregnancy, medical conditions deriving from childbirth, and academic status. The Pennsylvania Human Relation Act (PHRA) also prohibits employers from retaliating against an employee opposing discriminatory activities at the workplace or an employee who has made a charge, testified, or assisted in any investigation, proceeding, or hearing held under the PHRA. Access to Employee Records and Files In Pennsylvania, employers cannot prevent their employees from accessing certain records and files at reasonable times upon request. Under the Inspect of Employment Records Law, employees can inspect personnel files used to establish the employee's qualifications for employment, promotion, additional compensation, termination, disciplinary action, and other related information. Equal Pay The Pennsylvania Equal Pay Law states that an employer cannot discriminate against an employee based on sex in the pay rate for jobs that require equal skill, responsibility, and effort performed under similar working conditions. For example, paying a woman less to operate a forklift and paying a man more while working under the same conditions as the woman qualifies as wage discrimination. Additionally, employment laws in Pennsylvania are quite clear regarding minimum wage, overtime, and child labor. What Is the Minimum Wage in Pennsylvania? As of 2021, the minimum wage in Pennsylvania is $7.25 per hour. This is the same as the federal minimum wage. What Are the Overtime Laws in Pennsylvania? When employees work more than 40 hours a week in Pennsylvania, they are entitled to overtime pay. The overtime payment should be at the rate of one and one-half times the regular rate for all hours worked more than 40 hours in a workweek. Employment laws in PA also require employers to pay their employees on a workweek basis. This rule applies even if the employee is paid on an hourly, piece rate, monthly salary, or any other basis. What Are Some Child Labor Laws in Pennsylvania? All minors under 18 years cannot work in hazardous occupations. Examples of such occupations include: pilots; firemen; certain railway positions; manufacture of paints, chemicals, and dyes; establishments that produce, sell, or distribute alcoholic beverages; Additionally, minors cannot work more than six consecutive days unless in newspaper delivery. Minors aged between 16 and 17 can work up to: eight hours a day when in school is in session, including summer school; 10 hours a day during school vacation; 8 hours during regular school week, including semester school; 48 hours a week during a school vacation period. State laws also permit minors between 16 and 17 to work anytime between 6 am and 12 am when school is in session, including summer school. They may also work from 6 am to 1 am during school vacation periods. On the other hand, minors aged 14 and 15 may work up to: three hours on a school day; eight hours on a non-school day; 18 hours during a regular school week, including summer school; 40 hours a week during a school vacation period. In addition, state laws permit minors in this age group (14 to 15 years) to work between 7 am to 7 pm when school is in session, including summer school. They may also work from 7 am to 9 pm during school vacation. But that's not all; minors in Pennsylvania cannot work without a work permit. Employers are also prohibited from scheduling minors to work more than five consecutive hours without getting a 30-minute break. Recruitment and Hiring Pennsylvania employers cannot consider an applicant's arrest records, expunged records, juvenile adjudications, and summary offense convictions. However, they may consider an applicant's felony or misdemeanor convictions if they influence their suitability for that specific role. If an employer decides not to hire an applicant based on their criminal history record, Pennsylvania employment law requires them to notify the applicant about it in writing. Pennsylvania Employment Laws on Pay and Benefits Disputes relating to pay and benefits are quite common in Pennsylvania and other states across the United States. If you live and work in Pennsylvania, it is important to understand the state's different pay and benefits laws to fight for your rights when the need arises. Wage Payment Laws In Pennsylvania, employers are required to pay their employees by check or in cash. However, employers can pay their employees via electronic pay cards or direct deposits under certain circumstances. How Often Should Pennsylvania Employees Be Paid? Employment laws in the state require employers to pay their employees at least twice a month. The payment should be delivered on or before the 15th and the last day of the month. If the employee is eligible for overtime pay, the overtime wages should be paid in the next succeeding pay period. Can Pennsylvania Employers Hide Your Pay Stubs? The law requires PA employers to provide their employees access to a written record of various pay-related information. Examples include: hours worked; the dates of the pay period (beginning and ending); deductions if any; allowances; gross wages rates paid; net wages. Can an Employer in Pennsylvania Deduct My Wages? Yes, a Pennsylvania employer can deduct your wages, but only if the deduction is permitted by: a court order; state law; federal law. However, this should also be accompanied by the employee's written permission. It is also possible for an employer to deduct an employee's wages without the employee's written authorization. For example, the employer can dedicate wages for permissible reasons such as welfare or pension plan contributions, child support, union dues, tax levies, creditor wage garnishments, among others. Pennsylvania Time Off and Leave of Absence Laws Explained The state requires employers to provide their employees with time off and leave of absence. These laws vary depending on the reason for the leave or time-off request. They include: crime victim leave; jury duty leave - all employers are required to provide jury duty leave to their employees except service industry or retail employers with fewer than 15 employees or employers in the manufacturing industry with fewer than 40 employees); military leave; organ or tissue donation leave. Can an Employer Withhold My Final Wages After Termination? Pennsylvania law prohibits employers from withholding the final wages, whether the termination is involuntary or voluntary. Instead, employers are required to pay the final wages by the next regular payday. Can an Employer Withhold My Vacation Pay After Termination? This mostly depends on company policies. Generally, PA law does not require employers to provide employees with vacation benefits, whether paid or unpaid. Scroll down for more
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Enter your search query and press enter to search. (877) 667-4265 Call Now - Open 24/7 (877) 667-4265 Results may vary depending on your particular facts and legal circumstances. The attorney featured above is licensed in Florida. For a full list of attorneys in your state please visit our attorney page. Breadcrumb 1. [Home](https://www.forthepeople.com/) 2. [Our Offices](https://www.forthepeople.com/office-locations/) 3. [Pennsylvania](https://www.forthepeople.com/office-locations/pennsylvania/) # PENNSYLVANIA EMPLOYMENT LAWYERS Pennsylvania employment laws protect workers from wage theft, retaliation, harassment, and wrongful termination by employers. When these rights are violated, Morgan & Morgan files state and federal claims to recover back pay, penalties, and damages. [See if you qualify](https://www.forthepeople.com/office-locations/pennsylvania/what-are-the-employment-laws/#footer-form) Results may vary depending on your particular facts and legal circumstances. The attorney featured above is licensed in Florida. For a full list of attorneys in your state please visit our attorney page. 877-667-4265 See if you qualify [See if you qualify](https://www.forthepeople.com/office-locations/pennsylvania/what-are-the-employment-laws/#footer-form) ## Pennsylvania Personal Injury Lawyers We’re proud to fight for our neighbors. Meet the attorneys from your community. [![Headshot of Clancy Boylan, a PA-based personal injury lawyer at Morgan & Morgan]()Clancy Boylan Read Bio](https://www.forthepeople.com/attorneys/clancy-boylan/) [![Headshot of Matthew Leili, a PA-based personal injury lawyer at Morgan & Morgan]()Matthew Leili Read Bio](https://www.forthepeople.com/attorneys/matthew-leili/) [![Headshot of Rebecca Sweeney, a PA-based personal injury lawyer at Morgan & Morgan]()Rebecca Sweeney Read Bio](https://www.forthepeople.com/attorneys/rebecca-sweeney/) [![Headshot of Phil Keidel, a PA-based personal injury lawyer at Morgan & Morgan]()Phil Keidel Read Bio](https://www.forthepeople.com/attorneys/phil-keidel/) [![Headshot of Scott Lempert, a PA-based personal injury lawyer at Morgan & Morgan]()Scott Lempert Read Bio](https://www.forthepeople.com/attorneys/scott-lempert/) [![Headshot of Phoebe Gilmore, a PA-based personal injury lawyer at Morgan & Morgan]()Phoebe Gilmore Read Bio](https://www.forthepeople.com/attorneys/phoebe-gilmore/) [![Headshot of Joshua Levy, a PA-based personal injury lawyer at Morgan & Morgan]()Joshua Levy Read Bio](https://www.forthepeople.com/attorneys/joshua-levy/) [![Headshot of Jordan Solarz, a PA-based personal injury lawyer at Morgan & Morgan]()Jordan Solarz Read Bio](https://www.forthepeople.com/attorneys/jordan-solarz/) [![Headshot of Peter Dorn, a PA-based personal injury lawyer at Morgan & Morgan]()Peter Dorn Read Bio](https://www.forthepeople.com/attorneys/peter-dorn/) [![Headshot of Richard Maurer, a PA-based personal injury lawyer at Morgan & Morgan]()Richard Maurer Read Bio](https://www.forthepeople.com/attorneys/richard-maurer/) [![Headshot of Michael Pungitore, a PA-based personal injury lawyer at Morgan & Morgan]()Michael Pungitore Read Bio](https://www.forthepeople.com/attorneys/michael-pungitore/) [![Headshot of Brian Ruditys, a PA-based personal injury lawyer at Morgan & Morgan]()Brian Ruditys Read Bio](https://www.forthepeople.com/attorneys/brian-ruditys/) [![Headshot of Luke Bradt, a PA-based personal injury lawyer at Morgan & Morgan]()Luke Bradt Read Bio](https://www.forthepeople.com/attorneys/luke-bradt/) [![Headshot of Eli Levine, a PA-based personal injury lawyer at Morgan & Morgan]()Eli Levine Read Bio](https://www.forthepeople.com/attorneys/eli-levine/) [![Headshot of Hannah J. Molitoris, a PA-based personal injury lawyer at Morgan & Morgan]()Hannah J. Molitoris Read Bio](https://www.forthepeople.com/attorneys/hannah-j-molitoris/) [![Headshot of Timothy Rock, a PA-based personal injury lawyer at Morgan & Morgan]()Timothy Rock Read Bio](https://www.forthepeople.com/attorneys/timothy-rock/) [![Headshot of Joshua Kirsch, a PA-based personal injury lawyer at Morgan & Morgan]()Joshua Kirsch Read Bio](https://www.forthepeople.com/attorneys/joshua-kirsch/) [![Headshot of Ethan Feldman, a PA-based personal injury lawyer at Morgan & Morgan]()Ethan Feldman Read Bio](https://www.forthepeople.com/attorneys/ethan-feldman/) [![Headshot of Shawn Ricci, a PA-based personal injury lawyer at Morgan & Morgan]()Shawn Ricci Read Bio](https://www.forthepeople.com/attorneys/shawn-ricci/) [![Headshot of Jo-Ellen Levy, a PA-based personal injury lawyer at Morgan & Morgan]()Jo-Ellen Levy Read Bio](https://www.forthepeople.com/attorneys/jo-ellen-levy/) ## Employment Laws in Pennsylvania Employment law violations occur almost daily in Pennsylvania. Unfortunately, such incidents go unreported in most cases simply because the victims do not know their rights. For this reason, understanding Pennsylvania employment laws is a great start in the pursuit of justice. Pennsylvania employment laws fall into different categories. Here's an overview of some important employment laws in PA you need to know. ## Fair Employment Practices Pennsylvania law prohibits employers with four or more employees from discriminating against their employees based on their race, color, ancestry, national origin, religion, disability, age, sex, and education status. They cannot discriminate against employees based on pregnancy, medical conditions deriving from childbirth, and academic status. The Pennsylvania Human Relation Act (PHRA) also prohibits employers from retaliating against an employee opposing discriminatory activities at the workplace or an employee who has made a charge, testified, or assisted in any investigation, proceeding, or hearing held under the PHRA. ## Access to Employee Records and Files In Pennsylvania, employers cannot prevent their employees from accessing certain records and files at reasonable times upon request. Under the Inspect of Employment Records Law, employees can inspect personnel files used to establish the employee's qualifications for employment, promotion, additional compensation, termination, disciplinary action, and other related information. ## Equal Pay The Pennsylvania Equal Pay Law states that an employer cannot discriminate against an employee based on sex in the pay rate for jobs that require equal skill, responsibility, and effort performed under similar working conditions. For example, paying a woman less to operate a forklift and paying a man more while working under the same conditions as the woman qualifies as wage discrimination. Additionally, employment laws in Pennsylvania are quite clear regarding minimum wage, overtime, and child labor. ## What Is the Minimum Wage in Pennsylvania? As of 2021, the minimum wage in Pennsylvania is \$7.25 per hour. This is the same as the federal minimum wage. ## What Are the Overtime Laws in Pennsylvania? When employees work more than 40 hours a week in Pennsylvania, they are entitled to overtime pay. The overtime payment should be at the rate of one and one-half times the regular rate for all hours worked more than 40 hours in a workweek. Employment laws in PA also require employers to pay their employees on a workweek basis. This rule applies even if the employee is paid on an hourly, piece rate, monthly salary, or any other basis. ## What Are Some Child Labor Laws in Pennsylvania? All minors under 18 years cannot work in hazardous occupations. Examples of such occupations include: - pilots; - firemen; - certain railway positions; - manufacture of paints, chemicals, and dyes; - establishments that produce, sell, or distribute alcoholic beverages; Additionally, minors cannot work more than six consecutive days unless in newspaper delivery. Minors aged between 16 and 17 can work up to: - eight hours a day when in school is in session, including summer school; - 10 hours a day during school vacation; - 8 hours during regular school week, including semester school; - 48 hours a week during a school vacation period. State laws also permit minors between 16 and 17 to work anytime between 6 am and 12 am when school is in session, including summer school. They may also work from 6 am to 1 am during school vacation periods. On the other hand, minors aged 14 and 15 may work up to: - three hours on a school day; - eight hours on a non-school day; - 18 hours during a regular school week, including summer school; - 40 hours a week during a school vacation period. In addition, state laws permit minors in this age group (14 to 15 years) to work between 7 am to 7 pm when school is in session, including summer school. They may also work from 7 am to 9 pm during school vacation. But that's not all; minors in Pennsylvania cannot work without a work permit. Employers are also prohibited from scheduling minors to work more than five consecutive hours without getting a 30-minute break. ## Recruitment and Hiring Pennsylvania employers cannot consider an applicant's arrest records, expunged records, juvenile adjudications, and summary offense convictions. However, they may consider an applicant's felony or misdemeanor convictions if they influence their suitability for that specific role. If an employer decides not to hire an applicant based on their criminal history record, Pennsylvania employment law requires them to notify the applicant about it in writing. ## Pennsylvania Employment Laws on Pay and Benefits Disputes relating to pay and benefits are quite common in Pennsylvania and other states across the United States. If you live and work in Pennsylvania, it is important to understand the state's different pay and benefits laws to fight for your rights when the need arises. ## Wage Payment Laws In Pennsylvania, employers are required to pay their employees by check or in cash. However, employers can pay their employees via electronic pay cards or direct deposits under certain circumstances. ## How Often Should Pennsylvania Employees Be Paid? Employment laws in the state require employers to pay their employees at least twice a month. The payment should be delivered on or before the 15th and the last day of the month. If the employee is eligible for overtime pay, the overtime wages should be paid in the next succeeding pay period. ## Can Pennsylvania Employers Hide Your Pay Stubs? The law requires PA employers to provide their employees access to a written record of various pay-related information. Examples include: - hours worked; - the dates of the pay period (beginning and ending); - deductions if any; - allowances; - gross wages - rates paid; - net wages. ## Can an Employer in Pennsylvania Deduct My Wages? Yes, a Pennsylvania employer can deduct your wages, but only if the deduction is permitted by: - a court order; - state law; - federal law. However, this should also be accompanied by the employee's written permission. It is also possible for an employer to deduct an employee's wages without the employee's written authorization. For example, the employer can dedicate wages for permissible reasons such as welfare or pension plan contributions, child support, union dues, tax levies, creditor wage garnishments, among others. ## Pennsylvania Time Off and Leave of Absence Laws Explained The state requires employers to provide their employees with time off and leave of absence. These laws vary depending on the reason for the leave or time-off request. They include: - crime victim leave; - jury duty leave - all employers are required to provide jury duty leave to their employees except service industry or retail employers with fewer than 15 employees or employers in the manufacturing industry with fewer than 40 employees); - military leave; - organ or tissue donation leave. ## Can an Employer Withhold My Final Wages After Termination? Pennsylvania law prohibits employers from withholding the final wages, whether the termination is involuntary or voluntary. Instead, employers are required to pay the final wages by the next regular payday. ## Can an Employer Withhold My Vacation Pay After Termination? This mostly depends on company policies. Generally, PA law does not require employers to provide employees with vacation benefits, whether paid or unpaid. ## 150,000+ Five Star Reviews The reasons why clients trust Morgan & Morgan. ![Quotation icon](https://www.forthepeople.com/themes/custom/morgan/images/icons/quote-blue.svg) Very helpful, explained everything carefully and so I understood. Rakese T. 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Philadelphia, PA ![Star](https://www.forthepeople.com/themes/custom/morgan/images/icons/star-solid-yellow-2.svg) ![Star](https://www.forthepeople.com/themes/custom/morgan/images/icons/star-solid-yellow-2.svg) ![Star](https://www.forthepeople.com/themes/custom/morgan/images/icons/star-solid-yellow-2.svg) ![Star](https://www.forthepeople.com/themes/custom/morgan/images/icons/star-solid-yellow-2.svg) ![Star](https://www.forthepeople.com/themes/custom/morgan/images/icons/star-solid-yellow-2.svg) ![Quotation icon](https://www.forthepeople.com/themes/custom/morgan/images/icons/quote-blue.svg) Thank you so much Sam + Morgan & Morgan team! Appreciate you advocating for me and my friends after a terrible car accident that endured life altering injuries and trauma. You guys are truly the best\! Grace D. Philadelphia, PA ![Star](https://www.forthepeople.com/themes/custom/morgan/images/icons/star-solid-yellow-2.svg) ![Star](https://www.forthepeople.com/themes/custom/morgan/images/icons/star-solid-yellow-2.svg) ![Star](https://www.forthepeople.com/themes/custom/morgan/images/icons/star-solid-yellow-2.svg) ![Star](https://www.forthepeople.com/themes/custom/morgan/images/icons/star-solid-yellow-2.svg) ![Star](https://www.forthepeople.com/themes/custom/morgan/images/icons/star-solid-yellow-2.svg) ![Video thumbnail for w975ml0o2g](https://www.forthepeople.com/sites/default/files/styles/original_image/public/externals/22c69283ab883e0a9f7d2be8a8d15420.jpg.webp?itok=A2i0Uvjj) ![Play video](https://www.forthepeople.com/themes/custom/morgan/images/icons/play.svg) Results may vary depending on your particular facts and legal circumstances. Based on select nationwide reviews. FAQ - ## When You Need an Employment Lawyer in Pennsylvania Although Pennsylvania has strict employment laws, many employers still violate them. Here are some examples of situations that might require the attention of a Pennsylvania employment lawyer. #### If You've Been Discriminated Against A workplace discrimination attorney can help fight for your rights if you've been discriminated against at your workplace. Whether it's a case of religious, age, gender, sex, racial, disability discrimination, or anything in between, you need a qualified workplace discrimination lawyer to fight for your rights. Remember, as stated earlier, employers are prohibited from engaging in [retaliatory behavior](https://www.forthepeople.com/blog/workplace-retaliation-common-forms-every-employee-should-know/), and if that's what you're going through, then it's time to speak to an attorney. In Pennsylvania, victims of discrimination may be entitled to: - wage recovery; - financial damages; - job reinstatement; - job promotion. Additionally, your employer might be required to pay your lawyer fees and provide injunctive relief (when the company is forced to change its policies to prevent future discrimination). #### Wage and Hour Violations Wage and hour violations are pretty common across many industries in the state. For example, IT workers, service technicians, exotic dancers, installers, pizza delivery drivers, tipped employees, and call center workers are usually among the most affected by wage and hour violations. Unfortunately, many victims of this violation don't usually have the courage to confront their employers due to the fear of losing their jobs. But that shouldn't be the case; an employer cannot fire or threaten to fire you when you are fighting for your right to be paid what they owe. The societal stigma associated with certain jobs, such as [exotic dancing](https://www.forthepeople.com/blog/exotic-dancers-and-strippers-are-often-paid-incorrectly-heres-what-you-need-know/), also makes it more difficult for victims of wage and hour violations to seek justice. The same also applies to tipped employees. For example, aside from their hourly wages, a tipped employer is expected to pocket a certain percentage of tips received while on shift. Their employer is also expected to take care of certain expenses, such as the wear and tear delivery vehicles go through all the time. In 2018, Pizza Hut was forced to pay \$2 million for failing to meet minimum wage and driver's expenses. #### If You Get Injured at Work Suppose you've been injured while at work. In that case, you deserve compensation for your damages. Workplace-related injuries vary depending on the work environment, and each comes with some severe consequences. For example, if you work at a grocery store, you may slip and fall due to someone else's negligence. And, if you suffer serious injuries, a [worker's compensation attorney](https://www.forthepeople.com/practice-areas/workers-compensation-lawyers/) can help you get the compensation you deserve. Employment violations come in different forms. Sometimes, you may not even be aware that you're entitled to compensation until after consulting an experienced labor and employment attorney from a reputable law firm like Morgan & Morgan. - ## How Morgan & Morgan Can Help Morgan & Morgan is the law firm to contact when you need a lawyer who'll fight for your rights and ensure you receive the compensation you deserve, whether in the form of job reinstatement, promotion, monetary, or anything in between. This is because we are the biggest injury law firm in the United States, with offices all over the country, including Pennsylvania. Given that we are the largest injury law firm in the state and nation, we boast unlimited legal resources to fight for our clients in or out of court. Your employer or insurance companies cannot intimidate us into accepting a settlement that does not meet our demands. Instead, our labor and employment lawyers in PA are always prepared to take the matter to court if the other party won't provide reasonable compensation. And, that's not all - we have an army of over 1,000 lawyers ready to represent you in your workers' compensation claim. Having recovered over \$30 billion in compensation over the past three decades, our law firm provides the best personal injury lawyers in the industry. They not only understand our client's needs but also treat them like family. Like other cases, employment law violation cases in Pennsylvania have deadlines. For example, you have up to 180 days from the date the discrimination occurred to file a claim. The sooner you contact a Morgan & Morgan labor and employment law attorney, the better your chances of winning the claim. In Pennsylvania, you'll find our offices in Philadelphia and Pittsburgh, ready to listen to your case and provide the best way forward. You can also call us at 215-446-0003 or [send us a message online](https://www.forthepeople.com/office-locations/pennsylvania/pittsburgh/) for a free, no-obligation case evaluation. Scroll down for more Load More ## Our Results \$286,000 Employment Law Philadelphia, PA • 2024 \$12,750,000 Unpaid Overtime • 2021 \$10,034,951 Wrongful Termination Detroit, MI • 2026 \$9,000,000 Employment Law Orlando, FL • 2024 \$9,000,000 Class Action • 2024 \$8,500,000 Class Action • 2020 \$8,438,370 Workers' Compensation Lakeland, FL • 2022 \$6,560,651 Class Action Jackson, MS • 2023 \$6,000,000 Employment Law • 2021 \$6,000,000 Class Action • 2021 \$5,281,534 Unpaid Overtime Orlando, FL • 2022 \$4,750,000 Class Action • 2021 ## How It Works Unsure what to do next? With 35 years of experience, our personal injury lawyers will guide you every step of the way. ![Step 1](https://www.forthepeople.com/sites/default/files/styles/600_wide/public/images/media-uploads/step-1-new.jpg.webp?itok=LoUUiMW5) 1 ### Contact Us 24/7 - It’s Free Start with a free, no-obligation case evaluation online, by phone, or via text. Tell us your story—we’re here to listen. 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Readable Markdown	Employment Laws in Pennsylvania Employment law violations occur almost daily in Pennsylvania. Unfortunately, such incidents go unreported in most cases simply because the victims do not know their rights. For this reason, understanding Pennsylvania employment laws is a great start in the pursuit of justice. Pennsylvania employment laws fall into different categories. Here's an overview of some important employment laws in PA you need to know. Fair Employment Practices Pennsylvania law prohibits employers with four or more employees from discriminating against their employees based on their race, color, ancestry, national origin, religion, disability, age, sex, and education status. They cannot discriminate against employees based on pregnancy, medical conditions deriving from childbirth, and academic status. The Pennsylvania Human Relation Act (PHRA) also prohibits employers from retaliating against an employee opposing discriminatory activities at the workplace or an employee who has made a charge, testified, or assisted in any investigation, proceeding, or hearing held under the PHRA. Access to Employee Records and Files In Pennsylvania, employers cannot prevent their employees from accessing certain records and files at reasonable times upon request. Under the Inspect of Employment Records Law, employees can inspect personnel files used to establish the employee's qualifications for employment, promotion, additional compensation, termination, disciplinary action, and other related information. Equal Pay The Pennsylvania Equal Pay Law states that an employer cannot discriminate against an employee based on sex in the pay rate for jobs that require equal skill, responsibility, and effort performed under similar working conditions. For example, paying a woman less to operate a forklift and paying a man more while working under the same conditions as the woman qualifies as wage discrimination. Additionally, employment laws in Pennsylvania are quite clear regarding minimum wage, overtime, and child labor. What Is the Minimum Wage in Pennsylvania? As of 2021, the minimum wage in Pennsylvania is \$7.25 per hour. This is the same as the federal minimum wage. What Are the Overtime Laws in Pennsylvania? When employees work more than 40 hours a week in Pennsylvania, they are entitled to overtime pay. The overtime payment should be at the rate of one and one-half times the regular rate for all hours worked more than 40 hours in a workweek. Employment laws in PA also require employers to pay their employees on a workweek basis. This rule applies even if the employee is paid on an hourly, piece rate, monthly salary, or any other basis. What Are Some Child Labor Laws in Pennsylvania? All minors under 18 years cannot work in hazardous occupations. Examples of such occupations include: pilots; firemen; certain railway positions; manufacture of paints, chemicals, and dyes; establishments that produce, sell, or distribute alcoholic beverages; Additionally, minors cannot work more than six consecutive days unless in newspaper delivery. Minors aged between 16 and 17 can work up to: eight hours a day when in school is in session, including summer school; 10 hours a day during school vacation; 8 hours during regular school week, including semester school; 48 hours a week during a school vacation period. State laws also permit minors between 16 and 17 to work anytime between 6 am and 12 am when school is in session, including summer school. They may also work from 6 am to 1 am during school vacation periods. On the other hand, minors aged 14 and 15 may work up to: three hours on a school day; eight hours on a non-school day; 18 hours during a regular school week, including summer school; 40 hours a week during a school vacation period. In addition, state laws permit minors in this age group (14 to 15 years) to work between 7 am to 7 pm when school is in session, including summer school. They may also work from 7 am to 9 pm during school vacation. But that's not all; minors in Pennsylvania cannot work without a work permit. Employers are also prohibited from scheduling minors to work more than five consecutive hours without getting a 30-minute break. Recruitment and Hiring Pennsylvania employers cannot consider an applicant's arrest records, expunged records, juvenile adjudications, and summary offense convictions. However, they may consider an applicant's felony or misdemeanor convictions if they influence their suitability for that specific role. If an employer decides not to hire an applicant based on their criminal history record, Pennsylvania employment law requires them to notify the applicant about it in writing. Pennsylvania Employment Laws on Pay and Benefits Disputes relating to pay and benefits are quite common in Pennsylvania and other states across the United States. If you live and work in Pennsylvania, it is important to understand the state's different pay and benefits laws to fight for your rights when the need arises. Wage Payment Laws In Pennsylvania, employers are required to pay their employees by check or in cash. However, employers can pay their employees via electronic pay cards or direct deposits under certain circumstances. How Often Should Pennsylvania Employees Be Paid? Employment laws in the state require employers to pay their employees at least twice a month. The payment should be delivered on or before the 15th and the last day of the month. If the employee is eligible for overtime pay, the overtime wages should be paid in the next succeeding pay period. Can Pennsylvania Employers Hide Your Pay Stubs? The law requires PA employers to provide their employees access to a written record of various pay-related information. Examples include: hours worked; the dates of the pay period (beginning and ending); deductions if any; allowances; gross wages rates paid; net wages. Can an Employer in Pennsylvania Deduct My Wages? Yes, a Pennsylvania employer can deduct your wages, but only if the deduction is permitted by: a court order; state law; federal law. However, this should also be accompanied by the employee's written permission. It is also possible for an employer to deduct an employee's wages without the employee's written authorization. For example, the employer can dedicate wages for permissible reasons such as welfare or pension plan contributions, child support, union dues, tax levies, creditor wage garnishments, among others. Pennsylvania Time Off and Leave of Absence Laws Explained The state requires employers to provide their employees with time off and leave of absence. These laws vary depending on the reason for the leave or time-off request. They include: crime victim leave; jury duty leave - all employers are required to provide jury duty leave to their employees except service industry or retail employers with fewer than 15 employees or employers in the manufacturing industry with fewer than 40 employees); military leave; organ or tissue donation leave. Can an Employer Withhold My Final Wages After Termination? Pennsylvania law prohibits employers from withholding the final wages, whether the termination is involuntary or voluntary. Instead, employers are required to pay the final wages by the next regular payday. Can an Employer Withhold My Vacation Pay After Termination? This mostly depends on company policies. Generally, PA law does not require employers to provide employees with vacation benefits, whether paid or unpaid. Scroll down for more
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