Frequently Asked Questions
Pennsylvania Employment Law — Common Questions
What is the minimum wage in Pennsylvania in 2026?
Pennsylvania follows the federal minimum wage of $7.25 per hour under the Fair Labor Standards Act (FLSA). There is no state minimum wage above the federal floor. Employers covered by the FLSA must pay at least $7.25/hour to all non-exempt employees.
When must an employer pay final wages after termination in Pennsylvania?
In Pennsylvania, final pay timing depends on the type of separation. Next regular payday. Failure to pay wages on time can result in civil penalties and a private wage claim — review your payroll calendar before any termination.
Does Pennsylvania require paid sick leave?
Pennsylvania does not have a statewide paid sick leave law. Federal FMLA provides unpaid, job-protected leave for employers with 50 or more employees. Employers can still offer paid sick leave voluntarily, which aids retention.
Does Pennsylvania have paid family and medical leave?
Pennsylvania does not have a state-mandated paid family leave program. Federal FMLA provides up to 12 weeks of unpaid, job-protected leave for employers with 50 or more employees.
Does Pennsylvania require pay transparency in job postings?
Pennsylvania does not currently have a statewide pay transparency law requiring salary ranges in job postings. Pay equity best practice is to establish pay bands internally and apply them consistently regardless of legal requirement.
Are noncompete agreements enforceable in Pennsylvania?
Enforceable with legitimate business interest, reasonable time/geography.. Pennsylvania courts typically require noncompete agreements to protect a legitimate business interest and to be reasonable in scope, geographic area, and duration. Overly broad agreements may be void or reformed by a court.
Can employers ask about salary history in Pennsylvania?
No. Pennsylvania prohibits employers from asking job candidates about their prior salary or compensation history. Violations can result in discrimination claims and enforcement penalties. Train your recruiters and update any intake forms, application portals, or interview scripts that still ask about prior pay.
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