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What are the laws and regulations that businesses in Pennsylvania should be aware of when hiring employees?

Picture of Chris Battis By   ·  1 minute read

As a lawyer, there are several laws and regulations that businesses in Pennsylvania should be aware of when hiring employees. These include:

  1. Anti-Discrimination Laws: Pennsylvania is an "at-will" employment state, meaning that employers can terminate an employee for any reason, so long as it's not illegal. Employers cannot discriminate against an applicant or employee based on their race, gender, religion, national origin, age, or disability, among other protected classes. Violations of anti-discrimination laws can result in legal action and substantial damages.
  2. Minimum Wage and Overtime: Employers must pay their employees at least the minimum wage set by the state of Pennsylvania, which currently stands at $7.25 per hour. In addition, nonexempt employees must be paid overtime when they work more than 40 hours in a workweek, which is one-and-a-half times their regular pay rate.
  3. Workers' Compensation: Pennsylvania law requires most employers to carry workers' compensation insurance for their employees. This insurance provides benefits to workers who are injured on the job or have work-related illnesses.
  4. Background Checks: Employers in Pennsylvania can conduct background checks on job applicants and employees, but they must comply with state and federal laws regarding privacy and discrimination. Employers must also obtain written consent from the applicant or employee before conducting a background check.
  5. Employment Contracts: Employers in Pennsylvania can require their employees to sign contracts that govern the terms of their employment, including salary, benefits, and duration. However, employers must comply with state and federal laws regarding contracts, including those governing the enforcement of non-compete agreements.

It's important for businesses in Pennsylvania to be aware of these laws and regulations when hiring employees. Violations can result in costly legal action, so it's recommended that employers seek the advice of a licensed attorney to ensure compliance with state and federal laws.