December 2025 Labor Law Updates for Pittsburgh, Pennsylvania
This Pennsylvania labor law roundup highlights the key legal developments from December 2025 affecting employers, HR professionals, and employees. These include new local nondiscrimination ordinances, updated employer guidance under local paid sick leave laws, and state-wide workplace protections enacted in late 2025 that will become effective in 2026. As always, this monthly lookback is brought to you by the expert team at HKM Employment Attorneys.
Philadelphia Ordinance Prohibiting Discrimination Based on Menopause & Related Characteristics — Local Legislation
Date: December 3, 2025
Summary:
The City of Philadelphia enacted a municipal ordinance that expands employment-related nondiscrimination protections to include menopause, perimenopause, and menstruation as prohibited bases for discrimination in workplace decisions. This local law adds to Philadelphia’s expanding anti-discrimination framework and requires employers covered by the city code to update policies to reflect these protected characteristics.
Implications:
Employers operating in Philadelphia should revise discrimination policies, employee training, and reporting procedures to ensure compliance with the expanded protections. This ordinance reflects a growing trend in local labor law to address gender-related health statuses explicitly.
Chester County Human Relations Commission & Expanded Employment Nondiscrimination — Local Ordinance
Date: December 23, 2025 (effective)
Summary:
Chester County established a Human Relations Commission and adopted nondiscrimination provisions that cover employment, housing, and public accommodations. The ordinance broadens the list of protected classes (including gender identity and expression, among others) and grants investigatory and quasi-adjudicatory powers to the new commission.
Implications:
Employers within Chester County must prepare for local enforcement of broad nondiscrimination protections, including policy updates and compliance protocols. Coverage may include areas not yet expressly detailed in state law.
Pittsburgh Paid Sick Days Act Revised Guidelines — Local Guidance
Date: December 9, 2025 (guidelines issued)
Summary:
The City of Pittsburgh Office of Equal Protection issued updated guidelines interpreting the Pittsburgh Paid Sick Days Act (PSDA). The revised guidance clarifies accrual rates and employer obligations under the PSDA, and will take effect on January 1, 2026 when expanded sick leave accruals also go into force.
Implications:
Employers with worksites in Pittsburgh should review the revised guidance and ensure that policies and payroll systems are adjusted for enhanced accrual and compliance parameters beginning in 2026.
Pennsylvania CROWN Act (Workplace Hairstyle Anti-Discrimination) — State Legislation (Late 2025)
Date: Act signed November 25, 2025 (relevant for December reporting)
Summary:
Late in 2025, the Pennsylvania legislature enacted the CROWN Act amending the Pennsylvania Human Relations Act to prohibit discrimination based on hairstyles and hair textures historically associated with race or religious practice. Although signed in November, this development was widely reported in December and will take effect early in 2026 (January 27, 2026).
Implications:
This expansion of protected characteristics at the state level signals a significant workplace civil-rights enhancement — employers throughout Pennsylvania must revise anti-discrimination policies, training, and hiring practices to reflect the new statutory protections.
Notable (But Not Pennsylvania-Specific) Developments in December 2025
While not specific to Pennsylvania state law, a few national developments reported in December 2025 are important for employers to be aware of: Federal case developments affecting employer practice (e.g., federal court decisions involving Title VII disparate impact policy challenges) may indirectly influence Pennsylvania employment litigation strategies.
Key Takeaways for Pennsylvania Employers
- Local Pennsylvania jurisdictions (Philadelphia, Chester County, Pittsburgh) continued expanding workplace protections and employer obligations in December 2025, often with effective dates in early 2026.
- The Pennsylvania CROWN Act significantly broadens state anti-discrimination protections effective in January 2026.
- Employers should proactively update handbooks, nondiscrimination policies, training programs, and compliance checklists to align with these changes ahead of their effective dates.
Conclusion: Looking Back on Pennsylvania’s Labor Law Updates from December 2025
With recent Pennsylvania decisions expanding protections under Title VII and the PHRA—covering discrimination, hostile work environments, non-competes, and wrongful termination—having dedicated local counsel is critical. At HKM Employment Attorneys in Pittsburgh, our Pittsburgh office—featuring attorneys Brian P. Benestad, Amy Mathieu, and Stephanie Solomon—handles workplace discrimination, harassment, retaliation, and more. Known for aggressive advocacy in both federal and state arenas, as well as responsive client care and no‑fee‑unless‑we‑win representation, we support clients across Southwestern PA. If these legal developments reflect what you’re experiencing at work, contact our Pittsburgh office today to see how we can help enforce your rights.
