HR Compliance Hub
Stay informed and compliant with federal employment laws. Our comprehensive guides help HR professionals navigate complex regulations, reduce organizational risk, and create fair, lawful workplaces.
Important Compliance Note
Employment laws change frequently. While we strive to keep this information current, always consult with qualified legal counsel for specific compliance questions. State and local laws may impose additional requirements beyond federal mandates.
Federal Labor Laws Overview
Understanding federal employment regulations is essential for HR compliance. The table below summarizes key laws that govern the employer-employee relationship in the United States.
| Law Name | Year | Category | Key Requirement | Who Is Covered |
|---|---|---|---|---|
| Fair Labor Standards Act (FLSA) | 1938 | Wage & Hour | Establishes minimum wage, overtime pay eligibility, recordkeeping, and child labor standards for employees in the private sector and government. | Most private and public sector employees; exemptions apply to executive, administrative, professional, and outside sales employees. |
| Family and Medical Leave Act (FMLA) | 1993 | Leave | Provides eligible employees up to 12 weeks of unpaid, job-protected leave per year for specified family and medical reasons. | Employees who have worked for a covered employer for at least 12 months and 1,250 hours in the preceding 12 months, at a worksite with 50+ employees within 75 miles. |
| Americans with Disabilities Act (ADA) | 1990 | Anti-Discrimination | Prohibits discrimination against individuals with disabilities and requires employers to provide reasonable accommodations. | Employers with 15 or more employees; applies to job applicants and employees with physical or mental impairments that substantially limit major life activities. |
| Title VII of the Civil Rights Act | 1964 | Anti-Discrimination | Prohibits employment discrimination based on race, color, religion, sex, or national origin. Includes protections against sexual harassment. | Employers with 15 or more employees, employment agencies, labor organizations, and joint labor-management committees. |
| Occupational Safety and Health Act (OSHA) | 1970 | Workplace Safety | Requires employers to provide a workplace free from recognized hazards and comply with safety and health standards. | Most private sector employers and their workers; federal agencies are also covered, but state and local government workers are covered in states with OSHA-approved plans. |
| Age Discrimination in Employment Act (ADEA) | 1967 | Anti-Discrimination | Prohibits employment discrimination against persons 40 years of age or older in hiring, promotion, discharge, compensation, or terms of employment. | Employers with 20 or more employees, including state and local governments, employment agencies, and labor organizations. |
| Equal Pay Act (EPA) | 1963 | Wage & Hour | Requires that men and women in the same workplace be given equal pay for equal work. Jobs need not be identical, but substantially equal. | Virtually all employers; no minimum employee threshold. Covers most forms of compensation including salary, overtime, bonuses, and benefits. |
Source: U.S. Department of Labor and Equal Employment Opportunity Commission. Information is for educational purposes only.
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