Labor & Employment (Employment Discrimination)

in committee · Pennsylvania · House Jul 15, 2026

HB 2700: An Act amending the act of December 17, 1959 (P.L.1913, No.694), known as the Equal Pay Law, further providing for title of act and for definitions; providing for disclosure of wage and benefit information; further providing for penalties; and imposing penalties for nondisclosure of wage and benefit information.

This bill updates Pennsylvania's Equal Pay Law to require employers with fifteen or more workers to share specific wage and benefit details in job advertisements and job offers. Under the new rules, companies must list costs for health insurance, life insurance, and retirement plans in job postings or provide a direct link to this information online. When making a job offer, employers must also state the salary or hourly wage, clarify overtime rules, and include summaries of employee benefit plans. The legislation applies to positions performed in Pennsylvania, including remote roles, and establishes penalties for employers who knowingly fail to provide this required information.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill mandates wage transparency in job postings, protecting workers' rights by ensuring fair compensation information.95% confidence

Sub-Topics Employment Discrimination Labor Standards Minimum Wage

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in committee · Pennsylvania · Senate May 21, 2026

SB 1333: An Act prohibiting employers from using consumer reporting under certain circumstances; and providing for enforcement.

This bill, known as the Equal Employment for All Act, prohibits employers in Pennsylvania from using credit reports to make hiring or firing decisions, with specific exceptions for national security roles, certain government jobs, financial institution executives, and cases required by law. The law aims to prevent discrimination based on an individual's creditworthiness, credit standing, or credit capacity during the employment process. Any violation of these restrictions will be treated as an unlawful discriminatory practice under the existing Pennsylvania Human Relations Act and will be enforced through that same legal framework.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentBill prohibits employers from using credit reports for hiring/firing, protecting workers from discrimination and advancing fair employment standards.90% confidence

Sub-Topics Employment Discrimination

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in committee · Pennsylvania · House Feb 20, 2026

HB 2228: An Act providing for limitation on judicial enforceability of nondisclosure and nondisparagement contract clauses regarding sexual assault or sexual harassment.

HB 2228 prevents courts from enforcing non-disclosure or non-criticism agreements (like those requiring silence or preventing public discussion) in cases involving workplace sexual harassment or assault under Pennsylvania law. It directly affects survivors who may have signed such agreements with employers, service providers, or contractors. The law makes these clauses unenforceable when reporting abuse, but does not prevent companies from protecting trade secrets. This applies to claims filed in Pennsylvania courts after the law takes effect.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentPrevents courts from enforcing NDAs in harassment cases, protecting survivors' ability to report abuse without legal penalty, directly advancing workers' rights.95% confidence

Sub-Topics Employment Discrimination

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signed · Pennsylvania · House Nov 25, 2025

HB 439: An Act amending the act of October 27, 1955 (P.L.744, No.222), known as the Pennsylvania Human Relations Act, further providing for definitions.

HB 439 amends Pennsylvania's Human Relations Act to explicitly define "race" as including hair texture and protective hairstyles (such as locs, braids, or afros), and "religious creed" as including head coverings or hairstyles tied to religious practice. Employers cannot prohibit these features unless they prove the rule is necessary for health/safety, non-discriminatory, job-specific, and applied equally. The law does not prevent employers from enforcing general safety rules or anti-harassment policies that apply fairly across all employees. This directly affects employers and employees in Pennsylvania workplaces by clarifying protections against discrimination related to appearance.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentProtects workers' rights by prohibiting employment discrimination based on race-related hairstyles and religious headwear, strengthening Labor & Employment protections under PA Human Relations Act.95% confidence

Sub-Topics Employment Discrimination

in committee · Pennsylvania · Senate Aug 25, 2025

SB 976: An Act amending Title 48 (Lodging and Housing) of the Pennsylvania Consolidated Statutes, in hotels, providing for protection of hotel employees; and imposing penalties.

SB 976 requires hotels with 100+ guest rooms in Pennsylvania to provide hotel employees working alone in guest rooms with a safety device (like a two-way radio) at no cost. The bill mandates that hotels must respond immediately when an employee activates the device due to threats of violence, sexual assault, harassment, or other emergencies, and reassign the employee to a safer area without losing pay. Hotels must also protect employees from retaliation for using the device, notify staff about guests who caused incidents, and provide safety education. Violations result in a $5,000 administrative penalty per offense after a warning. This applies to all hotel employers not covered by existing collective bargaining agreements.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires safety devices for hotel employees working alone, mandates immediate emergency response, prohibits retaliation, and ensures no pay loss - directly strengthening workplace safety protections.95% confidence

Sub-Topics Collective Bargaining Employment Discrimination

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in committee · Pennsylvania · Senate Jan 22, 2025

SB 29: An Act prohibiting discrimination against individuals based on unemployment status; providing for powers and duties of the Department of Labor and Industry; and imposing a penalty.

SB 29, the Fair Chance for Employment Act, prohibits employers (including government entities and businesses with 5+ employees) from considering an applicant's unemployment status when making hiring or pay decisions. The law explicitly bans using current or recent joblessness as a factor, though it allows employers to require specific licenses, education, or experience as job qualifications. Violations can result in a $500 penalty assessed by the Department of Labor and Industry after an investigation. The bill takes effect 90 days after passage and directly affects job applicants and employers across Pennsylvania.

Topics ✓ Criminal JusticeSupports Criminal JusticePromotes employment access for formerly incarcerated individuals, reducing recidivism - a key criminal justice reform goal.85% confidence ✓ Labor & EmploymentSupports Labor & EmploymentProhibits unemployment status discrimination in hiring/pay, protecting workers' rights and expanding fair employment opportunities.95% confidence

Sub-Topics Civil Rights Employment Discrimination Labor Standards Unemployment

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in committee · Pennsylvania · House Feb 12, 2025

HB 567: An Act providing for assumption of employment relationship, for terms of yearly employment contract, for prohibition on waivers or limitations of employment protections, for elements of wrongful discharge, for remedies for wrongful discharge and for probationary period of employment.

HB 567, the "Employment Clarification Act," proposes ending Pennsylvania's at-will employment doctrine by presuming all employment relationships are yearly contracts requiring "good cause" for termination. It directly affects employers with 15+ employees in Pennsylvania, prohibiting waivers of employment protections and defining "good cause" to include gross incompetence, felonies, or financial exigency. Key provisions establish that employees can only be fired for specific, job-related reasons (not arbitrary decisions), define "constructive discharge" (when intolerable conditions force resignation), and require employers to provide remedies for wrongful termination. The bill aims to shift bargaining power toward employees while giving employers clearer termination standards under state law.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentEnds at-will employment, requires 'good cause' for termination, and prohibits waivers of worker protections for employers with 15+ employees.95% confidence

Sub-Topics Employment Discrimination Labor Standards

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in committee · Pennsylvania · Senate Feb 20, 2025

SB 276: An Act promoting family health and economic security by eliminating discrimination and ensuring reasonable workplace accommodations for workers whose ability to perform the functions of a job are limited by pregnancy, childbirth or a related medical condition; and imposing duties on the Pennsylvania Human Relations Commission.

SB 276, the Pregnant Workers Fairness Act, requires Pennsylvania employers to provide reasonable accommodations for employees with pregnancy-related limitations (like modified schedules, extra breaks, or equipment adjustments) unless it causes significant cost or disruption to the business. It prohibits employers from refusing such accommodations, forcing leave when alternatives exist, or retaliating against workers who request them. The law applies to all employers in Pennsylvania and makes it illegal to deny employment or change work terms based on pregnancy-related needs. Employees can file complaints with the Pennsylvania Human Relations Commission if their rights are violated, with enforcement mirroring existing anti-discrimination procedures.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentRequires reasonable accommodations for pregnancy-related limitations, prohibits discrimination and retaliation, directly protecting workers' rights in employment.95% confidence

Sub-Topics Employment Discrimination

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in committee · Pennsylvania · House Feb 12, 2025

HB 560: An Act amending the act of December 17, 1959 (P.L.1913, No.694), known as the Equal Pay Law, providing for pay ranges.

HB 560 amends Pennsylvania's Equal Pay Law to require employers with 15 or more employees to disclose pay ranges for job postings and internal transfer or promotion opportunities. Specifically, employers must provide the pay range to job applicants when a position is advertised and to current employees considered for internal moves. The bill also mandates that employers give new hires and update annually in writing the pay range for the employee's job title and for substantially similar positions within the company. This amendment, which would take effect 60 days after enactment, aims to increase pay transparency under the existing Equal Pay Law.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentMandates pay range disclosure to combat wage discrimination, strengthening equal pay protections for workers under Pennsylvania's Equal Pay Law.95% confidence

Sub-Topics Employment Discrimination Labor Standards

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in committee · Pennsylvania · Senate Feb 4, 2025

SB 237: An Act amending the act of December 17, 1959 (P.L.1913, No.694), known as the Equal Pay Law, further providing for definitions, for wage rates and for collection of unpaid wages.

SB 237 amends Pennsylvania's Equal Pay Law to clarify that "wages" include all compensation (salaries, benefits, and supplements) and define "comparable work" as requiring similar skill, effort, and working conditions - not just matching job titles. It strengthens protections by requiring employers to prove pay differences are based on job-related factors (like experience or performance), not sex, and prohibits lowering wages to comply with the law. The bill also allows the Attorney General to sue for unpaid wages with no filing fees and extends the statute of limitations to three years for willful violations. It directly affects all employers in Pennsylvania, including state and local government, and workers experiencing pay discrimination.

Topics ✓ Labor & EmploymentSupports Labor & EmploymentAmends Equal Pay Law to clarify wage definitions, require employer justification for pay gaps, and prohibit wage cuts - directly strengthens worker protections under Labor & Employment.95% confidence

Sub-Topics Employment Discrimination Labor Standards

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