Keeping Up With Common Employment Laws

Major Federal Labor Laws Every Employer Should Know

Federal labor and employment laws establish important standards governing wages, working hours, workplace safety, employee benefits, labor relations, and employee protections throughout the United States.

The U.S. Department of Labor (DOL) administers and enforces many federal employment laws, while other agencies, including the Equal Employment Opportunity Commission (EEOC) and National Labor Relations Board (NLRB), enforce additional workplace protections.

Understanding these laws helps employers identify their responsibilities, maintain appropriate workplace policies, and determine which labor law notices may need to be displayed.

Labor Law Compliance Center provides State and Federal Combination Labor Law Posters and additional workplace compliance resources for employers throughout the United States.

1. Fair Labor Standards Act (FLSA): Wages and Overtime

The Fair Labor Standards Act establishes federal minimum wage, overtime pay, recordkeeping, and youth employment requirements for covered employees and employers.

Under the FLSA, covered nonexempt employees generally must receive at least the applicable federal minimum wage and overtime compensation at a rate of at least one and one-half times their regular rate of pay for hours worked over 40 in a workweek.

Some employees qualify for exemptions from certain FLSA requirements based on applicable legal standards.

States and local governments may establish additional wage and hour protections, including higher minimum wages or different overtime requirements.

Employers should review the applicable federal, state, and local requirements before determining employee compensation obligations.

2. Federal Child Labor Laws

The Fair Labor Standards Act also establishes youth employment protections intended to safeguard minors' health, safety, and educational opportunities.

For most covered nonagricultural employment, the general federal minimum working age is 14, subject to specific exceptions.

Federal law restricts the hours and types of work that 14- and 15-year-olds may perform.

Employees ages 16 and 17 generally may work unlimited hours under federal nonagricultural child labor rules, but they remain prohibited from performing certain hazardous occupations.

Agricultural employment is governed by separate federal child labor provisions.

Employers should also review applicable state laws, which may impose more restrictive youth employment requirements.

3. Occupational Safety and Health Act (OSHA)

The Occupational Safety and Health Act establishes a federal framework for protecting workers from recognized workplace safety and health hazards.

The Occupational Safety and Health Administration (OSHA) administers and enforces federal occupational safety and health standards for covered workplaces.

Covered employers generally must provide workplaces free from recognized hazards that are causing or likely to cause death or serious physical harm and comply with applicable OSHA standards.

Employer responsibilities may include:

• Identifying and correcting workplace hazards.
• Providing required employee safety training.
• Supplying appropriate personal protective equipment when required.
• Maintaining required workplace injury and illness records.
• Reporting certain serious workplace incidents.
• Displaying required workplace safety notices.

Some states operate OSHA-approved State Plans that establish additional or different requirements.

For official information, visit the Occupational Safety and Health Administration.

4. Workers' Compensation Laws

Workers' compensation programs generally provide benefits to eligible employees who experience qualifying work-related injuries or illnesses.

Depending on the applicable program, benefits may include medical treatment, wage replacement, disability benefits, vocational rehabilitation, and death benefits for qualifying survivors.

Most private-sector workers' compensation programs are established and administered under state law rather than through a single nationwide federal program.

The U.S. Department of Labor's Office of Workers' Compensation Programs administers certain federal workers' compensation programs covering specified groups of workers.

Employers should review the workers' compensation requirements applicable to their state, industry, and workforce.

5. Employee Retirement Income Security Act (ERISA)

The Employee Retirement Income Security Act of 1974 establishes federal standards for many private-sector employee retirement and welfare benefit plans.

ERISA addresses important responsibilities involving plan administration, fiduciary conduct, reporting, disclosure, and protection of employee benefit rights.

The U.S. Department of Labor's Employee Benefits Security Administration (EBSA) administers and enforces many provisions of Title I of ERISA.

Employers offering covered benefit plans should understand applicable disclosure, reporting, fiduciary, and administrative obligations.

For additional information, visit the Employee Benefits Security Administration.

6. Labor-Management Reporting and Disclosure Act (LMRDA)

The Labor-Management Reporting and Disclosure Act of 1959 establishes certain protections involving labor union members, labor organization governance, financial reporting, and labor-management transparency.

The law includes requirements intended to promote democratic practices within covered labor organizations and protect union members' rights.

Depending on the applicable provisions, labor organizations and certain other covered parties may be subject to reporting, disclosure, and recordkeeping obligations.

The Department of Labor's Office of Labor-Management Standards (OLMS) administers and enforces important provisions of the LMRDA.

7. National Labor Relations Act (NLRA)

The National Labor Relations Act protects many private-sector employees' rights to organize, bargain collectively, and engage in protected concerted activities concerning wages and working conditions.

The National Labor Relations Board administers and enforces the NLRA.

Employees covered by the law may have protections involving discussions about working conditions and collective workplace concerns even when they do not belong to a union.

Coverage and protections depend on the applicable statutory requirements.

Some federal contractors may also be subject to separate employee rights notice requirements under applicable federal contracting rules.

8. Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act provides eligible employees of covered employers with job-protected leave for certain qualifying family and medical reasons.

Depending on the circumstances, qualifying reasons may include:

• The birth of a child and care for the newborn.
• Placement of a child for adoption or foster care.
• Care for certain family members with serious health conditions.
• An employee's own serious health condition.
• Qualifying military family circumstances.
• Military caregiver leave under applicable provisions.

Covered employers must comply with applicable FMLA notice and posting requirements.

9. Federal Whistleblower Protections

Federal whistleblower laws protect certain employees who report workplace violations, safety concerns, fraud, or other conduct protected by applicable statutes.

Different federal agencies administer whistleblower protections depending on the underlying law.

For example, OSHA administers whistleblower protection provisions under numerous federal statutes involving workplace safety and other regulated activities.

Available remedies may include reinstatement, back pay, compensatory relief, or other remedies authorized by the applicable law.

Employers should understand that reporting deadlines, protected activities, and enforcement procedures vary by statute.

10. Equal Employment Opportunity Laws

Federal equal employment opportunity laws prohibit certain forms of workplace discrimination and retaliation.

The Equal Employment Opportunity Commission enforces several major federal employment discrimination laws, including:

• Title VII of the Civil Rights Act of 1964.
• Age Discrimination in Employment Act (ADEA).
• Americans with Disabilities Act (ADA).
• Genetic Information Nondiscrimination Act (GINA).
• Pregnant Workers Fairness Act (PWFA).
• Equal Pay Act (EPA).

Employer coverage and legal obligations vary by statute.

Covered employers must also review applicable workplace discrimination notice requirements, including the EEOC Know Your Rights poster.

Which Federal Labor Law Posters Are Required?

Many federal employment laws require covered employers to display workplace notices explaining employee rights and employer responsibilities.

Common federal workplace notices may include:

• Fair Labor Standards Act Employee Rights Poster.
• OSHA Job Safety and Health: It's the Law Poster.
• EEOC Know Your Rights Poster.
• Family and Medical Leave Act General Notice.
• Employee Polygraph Protection Act Notice.
• Uniformed Services Employment and Reemployment Rights Act Notice.

Not every notice applies to every employer. Posting requirements depend on employer coverage, workforce characteristics, industry, and other circumstances.

Employers should also review applicable state and local workplace posting requirements.

Browse our Federal Labor Law Posters category for available workplace notices.

Why Employers Should Monitor Labor Law Changes

Employment laws may change through legislation, regulatory actions, agency guidance, and court decisions.

Employers should periodically review their workplace policies, employee notices, and applicable posting requirements to determine whether updates are necessary.

Labor Law Compliance Center offers a Poster Replacement Plan to help participating employers manage qualifying workplace poster revisions.

Frequently Asked Questions About Federal Labor Laws

What is the purpose of federal labor laws?

Federal labor and employment laws establish standards governing wages, working conditions, employee benefits, workplace safety, labor relations, and employee protections.

Does the Department of Labor enforce every federal employment law?

No. The Department of Labor administers many federal employment laws, but other agencies, including the EEOC and NLRB, enforce separate workplace protections.

Are all employers covered by the Fair Labor Standards Act?

FLSA coverage depends on applicable enterprise and individual coverage requirements. Employers should evaluate their circumstances under current federal law.

Does federal OSHA cover every workplace?

No. OSHA coverage depends on the employer, industry, and jurisdiction. Some workplaces are covered by OSHA-approved State Plans, and certain workers or activities fall outside federal OSHA jurisdiction.

Are workers' compensation laws federal or state laws?

Most private-sector workers' compensation programs are governed by state law. Separate federal programs cover certain categories of workers.

Do businesses need federal labor law posters?

Many covered employers must display certain federal workplace notices. The specific requirements vary by law and employer characteristics.

Do federal labor law posters need to be replaced every year?

Not necessarily. Employers generally should replace required notices when applicable posting requirements change rather than simply because a new calendar year begins.

Federal Labor Law Compliance Resources

Labor Law Compliance Center has provided workplace posting products and compliance resources to employers since 2005.

Explore our State and Federal Combination Labor Law Posters, review our Labor Law Poster Frequently Asked Questions, or visit the Labor Law Compliance Center homepage for additional workplace posting solutions.

For official federal labor law information, visit the U.S. Department of Labor FLSA Reference Guide and the Department of Labor Major Laws and Regulations resource.

Compliance note: This article provides general educational information about federal labor and employment laws. Employers should consult current official agency guidance and applicable federal, state, and local laws to determine their obligations.