Summary of January 2026 Labor Law Updates for Philadelphia, Pennsylvania
This roundup highlights key labor and employment law developments in Pennsylvania during January 2026 for employees, employers, HR professionals, and workplace compliance leaders. It focuses on real, verifiable changes in the law, effective dates, and actionable implications for Pennsylvania workplaces. This blog is brought to you by HKM Employment Attorneys.
January 2026 brought several meaningful developments in Pennsylvania labor and employment law, including new anti-discrimination protections, expanded sick and safe leave requirements, revised background screening standards, and clear indications from state enforcement authorities that labor compliance remains a priority.
If you have questions about how these changes affect your workplace or need assistance updating policies, training, or compliance systems, contact HKM Employment Attorneys for expert support.
CROWN Act Becomes Effective — Expansion of Anti-Discrimination Law
Type: State Legislation
Date: Effective January 24, 2026
Summary:
Pennsylvania’s version of the Creating a Respectful and Open World for Natural Hair (CROWN) Act took effect on January 24, 2026. This legislation amends the Pennsylvania Human Relations Act (PHRA) to prohibit discrimination based on hairstyles and hair texture, acknowledging traits historically associated with race and ethnicity (e.g., braids, twists, locks) as protected characteristics under “race” and “religious creed.”
Implications:
Employers in Pennsylvania must revise anti-discrimination policies and training to explicitly cover hair-based discrimination.
Hiring, promotion, discipline, and dress-code enforcement must be evaluated for unlawful disparate treatment.
The CROWN Act aligns Pennsylvania with a broader national trend expanding protections against racial and cultural bias in the workplace.
City of Pittsburgh — Expanded Paid Sick Leave Requirements
Type: Local Employment Regulation
Date: Effective January 1, 2026
Summary:
Pittsburgh amended its Paid Sick Days Act to increase the amount of paid sick leave employers must provide. Large employers (15 + employees) must provide 72 hours per year (up from 40), while smaller employers must provide 48 hours (up from 24). All employers must now allow employees to accrue at least 1 hour of paid sick leave for every 30 hours worked.
Implications:
Pittsburgh employers should update paid-leave policies and accrual systems to ensure compliance.
Payroll and employee handbooks need amendment to reflect the new accrual and carryover standards.
HR teams should audit employee records and sick-leave usage to avoid liability.
Philadelphia — Changes to “Ban the Box” Background Screening Law
Type: Local Employment Regulation
Date: Effective January 6, 2026
Summary:
Philadelphia amended its Fair Criminal Record Screening Standards (a local “Ban the Box” ordinance). The amendments limit the look-back period for considering conviction records to the most recent four years (down from seven) and restrict consideration of non-felony offenses that are outside specified criteria. It also introduces employer notice requirements and allows applicants to submit additional evidence following a background check.
Implications:
Philadelphia employers must adjust criminal-background screening procedures.
Updated background check disclosures and adverse-action notices are required.
Employers should train recruiters and hiring managers on the new restrictions and documentation obligations.
Pennsylvania Department of Labor & Industry Enforcement Activity
Type: Administrative Enforcement Summary
Date: Report Released January 28, 2026
Summary:
The Pennsylvania Department of Labor & Industry (L&I) announced a significant increase in labor law enforcement activity for 2025, resulting in more than $5.3 million returned to workers and $2.25 million in fines from employers who violated wage, hours, misclassification, child labor, and related laws. Complaints rose 23% over 2024.
Implications:
Employers should audit wage payment, classification practices, and child-labor compliance to avoid penalties.
Strengthened enforcement signals that Pennsylvania is actively pursuing labor law violations.
Workers have greater confidence in enforcement mechanisms, which may drive more complaints.
Federal Anti-Harassment Guidance Rescinded (Relevant to Pennsylvania Workplaces)
Type: Federal Regulatory Update
Date: Rescission January 22, 2026
Summary:
The U.S. Equal Employment Opportunity Commission (EEOC) formally rescinded its 2024 Workplace Harassment Enforcement Guidance in January 2026. Although federal anti-discrimination protections under Title VII remain unchanged, the guidance document that provided clarity on harassment standards — including those based on sexual orientation and gender identity — is no longer in effect.
Implications:
Employers operating in Pennsylvania should continue robust anti-harassment training but cannot rely on the now-rescinded EEOC guidance for interpretive direction.
Employers must ensure programs also comply with the broader PHRA standards.
HR professionals should consult counsel for updated harassment definitions and training practices.
Conclusion: Looking Back on Pennsylvania’s Labor Law Updates from January 2026
With Pennsylvania courts continuing to clarify rights around wage-and-hour, discrimination, severance and contract disputes, and hostile work environments, having expert local counsel is vital. At HKM Employment Attorneys in Philadelphia, our dedicated team—including Brian Benestad, Amy Mathieu, and Stephanie Solomon—handles everything from breach of contract, data breach, and wrongful termination to FMLA/ADA accommodations and hostile workplace claims. We provide clear guidance, personalized support, and no‑fee‑unless‑we‑win advocacy. If recent developments in Philadelphia’s courts hit close to home, contact our Philadelphia office to explore how we can help enforce your rights and pursue justice.
