Pennsylvania Hiring Laws for Small Businesses
Pennsylvania has a decennial (10-year) report requirement — one of the least-frequent report cycles in the U.S. — plus a flat 3.07% income tax. The rules you need before hiring your first Pennsylvania employee.
$7.25/hr
as of 2025
Next scheduled payday
Enforceable
Yes
Wage & Hour
Minimum wage: $7.25/hr
This is the Pennsylvania statewide minimum as of 2025. The federal minimum ($7.25) applies where a state has no higher rate. Some cities within Pennsylvania may set higher local minimums — check municipal ordinances.
Break requirements
Federal FLSA only — no state-specific break requirements.
Overtime
Federal FLSA requires 1.5x pay for hours over 40 in a workweek for non-exempt employees. Some states (notably California) also require daily overtime after 8 hours in a day.
Paid sick leave
Pennsylvania has no state-mandated paid sick leave. You're not legally required to offer it, though many employers do for retention.
Termination & Final Pay
Final paycheck timing
- Involuntary termination: Next scheduled payday
- Voluntary quit: Next scheduled payday
Vacation payout on separation
Not automatically required by state law — depends on your written policy and offer letters. Written "use it or lose it" policies are generally allowed.
At-will employment
Pennsylvania is an at-will state — either party can end employment at any time, for any legal reason (not for a discriminatory or retaliatory reason). Written employment contracts and public policy exceptions can limit this.
Non-Compete Agreements
Non-compete agreements are enforceable when reasonable in scope, geography, and duration. Courts scrutinize but don't automatically strike them down.
Contractor vs Employee Classification
IRS common-law test — control, financial arrangement, and relationship type. More flexible than ABC.
Why this matters: Misclassifying an employee as a contractor exposes you to back wages, unemployment tax, workers comp, and penalties. State enforcement has tightened significantly since 2018.
First-Employee Onboarding Checklist
- Federal: Get EIN (irs.gov), register for federal payroll (Form 941 quarterly)
- State withholding: Register with Pennsylvania Department of Revenue
- State unemployment insurance (SUI): Register with Pennsylvania unemployment agency and pay quarterly
- Workers' compensation: Required at 1 employee. Purchase through private market.
- New hire reporting: Report to Pennsylvania new hire directory within 20 days of hire (federal PRWORA requirement)
- I-9 verification: Complete within 3 business days of hire (federal requirement)
- W-4: Get federal W-4 and state equivalent (if income tax applies)
- Required posters: Federal + Pennsylvania labor law posters (available free from state DOL)
Pennsylvania-Specific Employment Rules
The rules and quirks that make hiring in Pennsylvania different from other states.
- Pennsylvania follows federal $7.25/hr minimum wage (Philadelphia and Pittsburgh have proposed local minimums but faced preemption).
- Pennsylvania is not a right-to-work state.
- Pennsylvania has no statewide paid sick leave law (Pittsburgh, Philadelphia, and Allegheny County have local ordinances).
Reference only — not legal advice.
Employment law changes frequently and turns on facts. For specific hiring decisions, terminations, or contractor classifications, consult a Pennsylvania-licensed employment attorney. City-level rules (Seattle, NYC, SF, etc.) may add requirements beyond state law.