Pennsylvania Employment Attorneys

State Anti-Discrimination Statute

PHRA

Pennsylvania Human Relations Act (PHRA), 43 P.S. § 951 et seq. Protected: race, color, religious creed, ancestry, age 40+, sex (PHRC interprets to include sexual orientation and gender identity), national origin, non-job-related handicap/disability, GED status.

Deadline to File Charge

180 days

180 days to file with the Pennsylvania Human Relations Commission (PHRC) under 43 P.S. § 959. Work-share with EEOC. After PHRC right-to-sue or 1-year stagnation, file in court within 2 years.

At-Will Doctrine

At-will state

At-will state with narrow public-policy exception (Geary v. United States Steel Corp.; Shick v. Shirey). Statutory protections for workers' comp retaliation (Shick), whistleblowing (Whistleblower Law, 43 P.S. § 1421 — public sector), jury duty, military service.

Non-Compete Enforceability

Reasonableness test

Reasonableness test on time, geography, scope, and protectable interest. PA courts permit blue-pencil reformation. Strict consideration requirements — continued at-will employment alone is generally insufficient unless additional consideration is provided.

Minimum Wage & Overtime

$7.25

Pennsylvania minimum wage tracks federal $7.25/hour (has not increased since 2009). Overtime under PA Minimum Wage Act (43 P.S. § 333.104) and federal FLSA. Philadelphia and Pittsburgh have local paid-sick ordinances.

Typical attorney fee

33%

33%–40% contingency — no fee unless you win

The Pennsylvania Human Relations Act (PHRA, 43 P.S. § 951 et seq.) prohibits employment discrimination based on race, color, religious creed, ancestry, age (40+), sex, national origin, non-job-related handicap or disability, and GED status at employers with 4+ employees. Sexual orientation and gender identity are not statutorily protected at state level but covered federally under Title VII per Bostock; Pennsylvania Human Relations Commission (PHRC) has interpreted PHRA's 'sex' to include sexual orientation and gender identity in guidance. Charges are filed with the PHRC within 180 days. The Philadelphia Fair Practices Ordinance and Pittsburgh Code of Ordinances Title 5 add broader local protections. PA is at-will with a narrow public-policy exception (Geary v. United States Steel Corp.; Shick v. Shirey). Non-competes are evaluated under reasonableness with strict consideration requirements; PA courts permit blue-pencil reformation. Pennsylvania minimum wage tracks federal $7.25/hour (state has not increased since 2009). Overtime under PA Minimum Wage Act and FLSA. Pennsylvania has no state paid sick or family leave (though Philadelphia and Pittsburgh have local paid-sick ordinances).