Intro to Pennsylvania Labor Laws

Mirroring laws in other states, Pennsylvania has amended the Pennsylvania Human Relations Act (PHRA) through the CROWN Act to explicitly prohibit discrimination based on hair texture, protective hairstyles (like locs, braids, twists, coils, Bantu knots, afros, and extensions), and related head coverings associated with race or religious creed.

Employers should review and update grooming, dress code, and appearance policies ahead of the effective date to ensure compliance.

Philadelphia has amended its "ban-the-box" legislation, expanding protections for individuals with criminal records. The updates broaden coverage, clarify definitions, add notice requirements, and strengthen the Philadelphia Commission on Human Relations' (PCHR) enforcement power. These amendments impact the use and timing of criminal background checks throughout the entire employment process, including hiring, termination, promotions, and raises. Key revisions include shortening lookback periods for convictions, excluding minor offenses from consideration, and implementing clearer procedures for employers to follow. Employers should review and update their hiring and background check policies and processes to ensure compliance.

Pittsburgh City Council unanimously passed and signed into law a new ordinance that will provide protections for medical marijuana patients in the workplace. Employers with 5 or more employees will be prevented from discriminating against medical marijuana patients by requiring pre-employment drug testing or drug testing during employment. This law includes exceptions for certain professions.  

Although this law protects certain groups, employers have the right to take disciplinary action against or drug test an employee perceived to be under the influence while working, prohibit marijuana use on company premises, drug test an employee following a workplace accident, and other actions outlined in the law. 

Employers should review hiring and employment policies and update them accordingly.

The City of Pittsburgh has revised guidelines for its Paid Sick Days Act. Covered employees will now accrue one hour of paid sick leave for every 30 hours worked in the city and annual sick leave caps have increased to up to 72 hours for employers with 15 or more employees and up to 48 hours for smaller employers.The updated guidelines also emphasize employer responsibilities around notifying employees of accrued sick leave and balances. Employers should update their sick leave policies, accrual tracking, and notice practices to ensure compliance with these amended requirements.

The city of Philadelphia has implemented the POWER Act on May 27, 2025, which takes effect immediately. The law significantly expands employment protections, particularly for domestic workers, by enhancing paid sick leave rights, strengthening anti-retaliation provisions, and increasing enforcement authority for the Philadelphia Department of Labor. 

The Act’s most critical feature is a “presumption of retaliation.” If an employer takes an adverse action (like firing or demoting) against an employee within 90 days of the employee exercising a workplace right (e.g., using sick leave), the law will presume the employer’s action was illegal retaliation. The burden is then on the employer, to prove with "strong and convincing evidence" that the action was for a valid reason. Additionally, the Act also assumes an employer has violated the law if they fail to provide payroll records during a wage theft investigation, and it imposes stiffer penalties for such violations.

Philadelphia employers should update their wage and hour, paid sick leave, and anti-retaliation policies to comply with the POWER Act. This includes providing employee rights notices, ensuring accurate record keeping, and carefully documenting all performance issues, disciplinary actions, and business reasons for employment decisions as they happen.

Lehigh County has implemented a new anti-discrimination ordinance requiring employers to avoid discrimination based on a broad range of protected characteristics, including race, gender identity, and veteran status among other groups. The ordinance, which will apply to all public and private sector employers with at least one employee in Lehigh County, will also include "ban-the-box" rules and a ban on salary history inquiries. Employees who wish to file a complaint against their employer alleging a violation of the ordinance may do so within 180 days. Employers should review and update their policies, ensure compliance, and train staff accordingly.