Workplace Issues in Pennsylvania

Under the PHRA, workers have 180 days from the discriminatory act to file a complaint with the Pennsylvania Human Relations Commission. EEOC dual-filing extends the federal window to 300 days. After investigation, workers may request a right-to-sue notice to pursue a lawsuit.

Pennsylvania's PHRA does not expressly protect sexual orientation or gender identity statewide. Workers rely on the federal Bostock v. Clayton County interpretation of Title VII for federal protections. Philadelphia and Pittsburgh have enacted local non-discrimination ordinances that provide broader coverage.

Pennsylvania's minimum wage is $7.25 per hour, matching the federal floor. Pennsylvania has not enacted a higher state minimum wage. Pennsylvania does not allow local governments to set higher minimum wages (cities are preempted). Workers earning below $7.25 should contact the U.S. Department of Labor Wage and Hour Division.

Pennsylvania courts recognize a public policy exception to at-will employment requiring a clear and specific public policy in a statute or the state constitution — such as firing for filing a workers' compensation claim or for jury duty. Implied contract exceptions may apply if an employer made specific, enforceable promises about job security.