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Pennsylvania Employment Law Compliance Guide for Small Businesses
Medium Complexity
Pennsylvania follows the federal minimum wage but Philadelphia has its own predictive scheduling ordinance for large food service, retail, and hospitality employers. Philadelphia also has a fair workweek law and salary history ban.
Key Numbers
MINIMUM WAGE
$7.25 (federal minimum)
TIPPED WAGE
$2.83 (tip credit allowed)
Compliance Requirements
✓No Pay Transparency Law
Pennsylvania does not currently require salary ranges in job postings. Federal contractors may still have obligations.
✓No State Paid Leave Mandate
Pennsylvania does not require paid sick leave at the state level. Some local jurisdictions may have their own requirements.
⚠Predictive Scheduling Law
Covered employers in retail, food service, and hospitality must provide 14-day advance schedule notice. Changes within the window trigger premium pay.
★Tip Credit: $2.83 (tip credit allowed)
Employers may pay tipped employees a reduced cash wage if tips bring total compensation to at least the minimum wage.
Federal Thresholds That Apply in Pennsylvania
These federal requirements apply to all Pennsylvania employers based on headcount:
1+ employees: FLSA (wage and hour), IRCA (I-9 verification), EPPA (polygraph), USERRA (military leave)
15+ employees: Title VII (discrimination), ADA (disability), GINA (genetic information), Pregnant Workers Fairness Act
20+ employees: ADEA (age discrimination), COBRA (health continuation)
50+ employees: FMLA (12 weeks unpaid leave), ACA (affordable health coverage or $2,880/employee penalty), EEO-1 reporting
100+ employees: WARN Act (60-day notice for mass layoffs)
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This guide is for informational purposes only and does not constitute legal advice. Employment laws change frequently. Consult a licensed attorney for advice specific to your business. Last updated March 2026.