Summary of September 2025 Labor Law Updates for Pittsburgh, Pennsylvania
This monthly roundup highlights the latest labor and employment developments in Pennsylvania for September 2025. It’s intended for HR professionals, employment counsel, compliance officers, and workers.
Though September 2025 lacked blockbuster labor or discrimination decisions in Pennsylvania, the state remains active in policy and regulatory arenas. The coalition’s push to preserve home care protections underscores the importance of wage and hour rules in vulnerable sectors. Meanwhile, proposed legislation around climate leave and heat protections suggest evolving shadows of employer risk. And the confirmed arbitration decision reaffirms the strength of enforceable dispute resolution clauses in the state’s federal courts.
If you’d like deeper research into Pennsylvania appellate or trial court rulings in September 2025, or an analysis of how any bill or decision might affect your clients, contact your local HKM Employment Attorneys office .
Multi-State Coalition Opposes Federal Rollback of Home Care Worker Protections — State/Agency Action
Date: September 2, 2025
Summary:
The Pennsylvania Department of Labor & Industry, led by the Shapiro administration, joined a coalition of 23 states and attorneys general in submitting public comments opposing a proposed U.S. Department of Labor rule that would rollback federal minimum wage and overtime protections for many home health care workers.
The proposed USDOL regulation would revert to older 1975-era rules that exempt many domestic service workers from FLSA protections. The coalition’s comments urge the federal agency to maintain the 2013 regulations that currently extend wage and hour protections to most home care employees.
Implications:
For Pennsylvania home care and personal care workers employed through agencies, this initiative signals continued advocacy at the state level to preserve wage and hour coverage. Employers in the home care sector should monitor federal developments, as a rollback could alter compliance obligations, potential liabilities, and competitive dynamics. If the rule is finalized, affected workers may face diminished protections unless states step in to fill gaps.
Pennsylvania House Committee Receives New Labor-Related Bills — Legislation Proposals
Date: September 2025 (bill filing dates)
Summary:
Several bills relevant to labor and employment were introduced or referred in September 2025 to the Pennsylvania House Labor & Industry Committee.
Notable proposals include:
- PA HB 1580: would grant regulatory authority to protect employees from heat-related injury or illness, imposing obligations on employers and the Department of Labor & Industry.
- PA HB 1855: would require employers to provide paid leave in the event of a climate-related emergency and create a corresponding leave fund.
These bills are in early stages (referral to committee) and have not advanced to floor votes as of this writing.
Implications:
If enacted, these bills could represent notable expansions of employer obligations—especially in industries with high heat exposure (construction, agriculture, outdoor work). HR teams should monitor these proposals as they develop, and consider whether (or how) to begin assessing their operational impact. Even in their absence, the bills signal legislative interest in environmental-health workplace risks, which may influence administrative or regulatory proposals.
Pennsylvania Confirms Arbitration Award in Choice Hotels Dispute — Federal Court Decision
Date: September 11, 2025
Summary:
In Choice Hotels Int’l, Inc. v. Jai Sai Baba LLC, the U.S. District Court for the Eastern District of Pennsylvania affirmed a final arbitration award in favor of Choice Hotels, rejecting the franchisee’s motion to vacate.
The franchisee challenged the award on three grounds: (1) alleged arbitrator misconduct in limiting evidence, (2) evident partiality (citing the arbitrator’s prior service in similar cases), and (3) that the arbitrator exceeded his authority by issuing a late award. The court rejected all arguments, noting the strong federal presumption in favor of enforcing arbitration awards under the Federal Arbitration Act.
Implications (for Pennsylvania employers/contracts):
Reinforces that challenges to arbitration awards face a high bar, particularly in the Third Circuit and in Pennsylvania. Employers should continue to draft clear arbitration clauses, including procedures, deadlines, disclosure obligations, and choice of rules. Parties should document fairness, opportunity to present evidence, and procedural clarity to reduce risk of vacatur efforts.
Broader State Budget Impasse and Its Potential Labor Impacts
Date: September 4, 2025 (reporting date)
Summary:
Pennsylvania continues to face a legislative impasse over the 2025–2026 budget cycle, with delayed passage of appropriations authorizations. The impasse threatens payments to various state agencies, schools, county programs, and service contracts.
Implications:
State employees, contractors, and service providers may face delays in payments or uncertainty. Some public-sector hiring, contracting, or program funding could be held in abeyance, which might ripple into labor markets or staffing decisions. Private employers serving as subcontractors or vendors to state or local agencies should assess exposure to delayed receivables or contract uncertainty.
Conclusion: Looking Back on Pennsylvania’s Labor Law Updates from September 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.
