HR Compliance in Pennsylvania: What Employers Need to Know

Under Pennsylvania case law, a non-compete signed after employment has begun requires new consideration — a raise, bonus, or promotion — not just keeping the job. Rolling out restrictive covenants to existing staff without paying for them produces unenforceable agreements.

Pennsylvania has no statewide paid-sick-leave law, but Philadelphia, Pittsburgh, and Allegheny County maintain their own ordinances. Multi-site employers need location-aware handbook addenda within a single state.

The WPCL lets employees sue for unpaid wages with liquidated damages and attorney's fees, and treats promised wages — including bonuses and commissions earned under a policy — as enforceable obligations. Vague bonus language in offer letters becomes a WPCL claim.

Philadelphia bans salary-history inquiries and has ban-the-box rules stricter than the state baseline. Statewide employers using one application form need the strictest local rule reflected.

Pennsylvania's unemployment system turns on "willful misconduct" — and the employer bears the burden. Termination letters that say "not a good fit" forfeit contests the file might have supported; letters inconsistent with the file are worse.