There are quite a few employment and labor laws, rules, and regulations to follow when you own and manage a business. Many of them are required as soon as you hire your first employee, others apply as you grow. Compliance in these areas is essential. You don’t have just your business to think about - these laws ultimately exist to protect prospective and current employees.
The Department of Labor (DOL) and Equal Employment Opportunity Commission (EEOC) are two of the primary governing bodies for much of employment and labor laws and regulations. Many of these regulations are continuously evolving in order to keep up with changing work trends, political landscapes, etc. Which means you have to keep up with changing compliance requirements too. So, we compiled a list of major employment and labor laws and regulations that apply based on the number of employees you have. There is a brief description for each regulation, along with links to help you learn more about rules that apply to your business.
Use the dropdown menu below to explore which employment laws apply based on number of employees.
1 or more employees
Consumer Credit Protection Act (CCPA)
Regulations to protect consumers from credit companies, enacted industry standards and regulations, regulate how consumers’ personal information is used by private businesses (Fair Credit Reporting Act). It also regulates how much of an employee’s pay can be garnished each week, and prevents employees from being fired if they owe a debt (Title III).
Learn more about the CCPAElectronic Communications Privacy Act (ECPA)
Protects wire, oral and electronic communications (email, telephone conversations and data stored electronically) while they are being made, are in transit, and when they are stored on computers.
Learn more about the ECPAEmployee Polygraph Protection Act (EPPA)
Private employers are generally prohibited from requiring or requesting job candidates or employees to take a lie detector test; and protects the individual from retaliation if they refuse to do so.
Learn more from the Department of LaborEmployment Retirement Income Security Act (ERISA)
Sets standards for pension and health plans like providing plan information to participants, to protect individuals who participate in these plans.
Learn more about ERISA from the Department of LaborEqual Pay Act (EPA)
Men and women in the same workplace must be given equal pay for equal work.
Learn more about the Equal Pay ActFair and Accurate Credit Transactions (FACT)
Amends the Fair Credit Reporting Act (FCRA), and gives consumers certain rights and protections, like a free credit report every year, etc.
Learn more about FACT via the FTCFair Labor Standards Act (FLSA)
Minimum wage, overtime pay, recordkeeping, and child labor standards are established by this law. The federal minimum wage is $7.25 an hour, and overtime entitles workers to time and a half for hours worked over 40 hours in a workweek. Learn more about employee exemption.
Read more about the FLSA from the Department of LaborFederal Income Tax Withholding
Employers are required to withhold a certain percentage of employees’ pay each paycheck (salaries, wages, any other pay are subject to federal income withholding tax).
Read more about tax withholding from the IRSFederal Insurance Contribution Act (FICA)
Requires employers and employees to pay an equal percentage of Social Security (6.2 percent each) and Medicare taxes (1.45 percent each).
Learn more about paying FICA taxesHealth Insurance Portability and Accountability Act (HIPAA)
Institutes industry-wide standards that protect privacy and security of medical records and personal health information (electronic or hard copy).
Learn more about your rights under HIPPAImmigration Reform & Control Act (IRCA)
Prohibits employers from knowingly hiring or recruiting immigrants who are unauthorized to work in the U.S. Those who are authorized to work in the U.S. include U.S. citizens, noncitizen nationals, lawful permanent residents, or aliens authorized to work.
Read more about the IRCA hereNational Labor Relations Act (NLRA)
Allows for unions and collective bargaining to protect employees from poor or harmful labor and management practices; governed by the National Labor Relations Board (NLRB).
Learn more about the NLRA from the NLRBOccupational Safety and Health Act (OSHA)
Sets employer health and safety standards for working conditions.
Learn more about OSHASarbanes-Oxley Act (SOX)
Requires corporations to disclose financial information to protect investors and prevent against corporate fraud; it is enforced by the Securities and Exchange Commission (SEC).
Learn more about the Sarbanes-Oxley ActUniform Guidelines for Employment Selection Procedures
Prohibits employers from using discriminatory employment tests and selection procedures that discriminate based on race, color, sex, national origin, religion, disability, or age.
Learn more from the EEOCUniformed Services Employment & Reemployment Rights Act (USERRA)
Entitles those who complete military service to re-employment, i.e. a member of the National Guard called away to help with a national disaster has a right to get her or his job back upon returning to work.
Learn more about your rights under USERRA11 or more employees
Recordkeeping, the Occupational Safety and Health Act (OSHA)
Employers are required to keep records of serious work-related injuries and illnesses; records must be maintained for at least five years.
Read more about recordkeeping from OSHA15 or more employees
Americans with Disabilities Act (ADA)
Protects individuals with disabilities from discrimination at work, school, etc. (other public places).
Learn more about the ADAGenetic Information Nondiscrimination Act (GINA)
Prohibits employers from discriminating against employees based on genetic information (i.e. family medical history).
Read more about GINA via the EEOCPregnancy Discrimination Act (PDA)
Protects employees from discrimination (like being able to perform job duties, taking disability leave, etc.) if they are pregnant, related to childbirth, or a medical condition related to pregnancy or childbirth.
Learn more about the Pregnancy Discrimination ActTitle VII, Civil Rights Act of 1964
Prohibits employers from discriminating against individuals based on race, sex, color, national origin, and religion.
Learn more about Title VII and the Civil Rights Act20 or more employees
Age Discrimination in Employment Act (ADEA)
Protects workers age 40 and older from discrimination at work
Learn more about age discriminationConsolidated Omnibus Budget Reconciliation Act (COBRA)
Gives former employees, retirees, and dependent children the ability to temporarily continue the group health coverage they used to receive from an employer.
Learn more about COBRA50 or more employees
Affordable Care Act (ACA)
Requires employers to offer minimum health coverage to full-time (or full-time equivalent) employees who regularly work an average of 30 or more hours per week. Learn more about ACA reporting requirements here.
Learn more about employer requirements under the ACAFamily and Medical Leave Act (FMLA)
Entitles certain employees up to 12 weeks of unpaid leave for qualifying family and medical reasons. Employees can get their job back and keep benefits during their time away.
Learn more about the FMLA.100 or more employees
EEO-1 Survey Filing (Title VII, Civil Rights Act of 10964)
Requires employers to file an EEO-1 report annually. The report categorizes employment data by race/ethnicity, gender, and job category. Learn about EEO-1 reporting requirements in 2018.
Learn more about the EEO-1 surveyWorker Adjustment Retraining Notification Act (WARN)
Requires employers to give employees or labor unions 60 days of advanced notice prior to certain plant closings and mass layoffs.
Learn more about WARNEmployers with Federal Contracts
Affirmative Action Program (AAP)
An affirmative action program creates training programs and outreach efforts to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. It is designed to ensure equal employment opportunities for all individuals.
Learn more about affirmative actionContract Work Hours and Safety Standards Act (CWHSSA)
Requires contractors and subcontractors with contracts worth over $100,000 to pay workers and mechanics overtime pay (time and a half) for all hours worked over 40 hours in one workweek. It also prohibits dangerous working conditions.
Learn more about contract work hours and safety standardsCopeland “Anti-kickback” Act
Requires employers with certain construction contracts to pay their employees weekly and submit weekly payroll reports.
Learn more about the Copeland ActDavis-Bacon Act
Requires employers with certain construction federal contracts to pay workers the current minimum wage and fringe benefits.
Learn more about the Davis-Bacon ActExecutive Order 11246
Prohibits discrimination based on race, color, religion, sex, sexual orientation, gender identity, or national origin.
Read more about Executive Order 11246McNamara-O’Hara Service Contract Act (SCA)
The SCA requires federal contractors to pay the current minimum wage and fringe benefits (such as health insurance or company car usage) to service workers on federal contracts.
Learn more about the SCAVietnam Era Veterans’ Readjustment Assistance Act (VEVRAA)
Helps protect returning veterans and veterans with disabilities against employment discrimination.
Learn more about VEVRAAVocational Rehabilitation Act
Protects individuals with disabilities from employment discrimination and requires certain federal contractors to hire workers with mental or physical disabilities and make reasonable accommodations for disabled employees.
Walsh-Healy Public Contracts Act (PCA)
Requires federal contractors that make, handle or ship goods for the U.S. government to pay certain service workers the current minimum wage and entitles them to overtime pay.
Learn more about the PCA*Note – the number of employees is the only variable here, so learn more about regulations to determine if they apply to your business.
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