Labor & Employment

Pennsylvania House Bill 2748 significantly expands the state's employer child care contribution tax credit for taxable years beginning after December 31, 2025. The bill increases the maximum amount of employee contributions that count toward the credit from $500 to $10,000 per employee and raises the credit rate from 30% to 100% of those qualifying contributions. To manage funding, the legislation caps total annual credits at $10 million and includes a proration mechanism that proportionally reduces individual claims if the total demand exceeds this limit.

Pennsylvania House Bill 2733, known as the Banked Use for Maternity Protection Act, requires employers to provide eligible employees with a dedicated account containing 24 hours of paid leave specifically for prenatal medical appointments and related travel. To qualify, an employee must have worked for the same employer in the Commonwealth for at least 30 days, after which the employer must establish this separate account within two days of notification. The bill mandates that this leave be compensated at the employee's regular rate and count toward seniority and benefits, while prohibiting employers from forcing staff to use other types of leave or retaliating against them for utilizing these protections. Employers with 15 or fewer employees may apply for a six-month hardship exemption, and violations of the act are subject to fines of up to $50,000 per instance.

This bill amends Pennsylvania's tax code to create a new economic development tax credit designed to support business growth and infrastructure improvements within the state. To receive this credit, entities must hire only Pennsylvania residents, use 100% materials sourced from within the state or the United States, and comply with prevailing wage laws. The Department of Community and Economic Development is tasked with auditing recipients annually to ensure they meet these requirements, and any entity found non-compliant must repay the full amount of the tax credit.

This bill updates Pennsylvania's Equal Pay Law to require employers with fifteen or more workers to share specific wage and benefit details in job advertisements and job offers. Under the new rules, companies must list costs for health insurance, life insurance, and retirement plans in job postings or provide a direct link to this information online. When making a job offer, employers must also state the salary or hourly wage, clarify overtime rules, and include summaries of employee benefit plans. The legislation applies to positions performed in Pennsylvania, including remote roles, and establishes penalties for employers who knowingly fail to provide this required information.

This bill requires Pennsylvania law enforcement agencies to publicly notify the community 14 days before hiring an officer with a history of specific disciplinary actions, such as excessive force, theft, or sexual misconduct. Agencies must also submit detailed hiring reports explaining their rationale for employing individuals with these records to a state commission, which will maintain these reports in a public database. To ensure compliance, the legislation imposes penalties that could make non-compliant agencies ineligible for state funding related to equipment, hiring, overtime, and community programs. Additionally, the bill mandates an annual public report reviewing the database's impact on police accountability and community safety.

This Senate Resolution designates the week of June 8 through 14, 2026, as "Union Organizing Week" throughout Pennsylvania. The measure directly affects workers and employers by formally recognizing the historical efforts of employees who have fought for the right to organize and bargain collectively. The resolution highlights the benefits of unionization, such as improved workplace safety and fair wages, while acknowledging the challenges workers face during the organizing process. It serves as a commemorative gesture rather than establishing new legal requirements or changing existing labor laws.

This bill creates a new tax credit for small businesses in Pennsylvania that help employees pay for health insurance. To qualify, a business must have 50 or fewer employees and contribute up to $1,000 per employee toward premiums for qualified health plans purchased through the state health exchange. The credit is calculated based on the first $1,000 of contributions made for each eligible employee and can be used to reduce the business's state tax liability. Companies claiming the credit must submit a specific application form to the Department of Revenue that includes detailed information about their employees and the insurance providers they hired.

This bill updates Pennsylvania's Minimum Wage Act to establish state-level preemption, meaning the state government sets the minimum wage rules that apply to all employers across the state. It prevents local cities and counties from passing their own minimum wage laws that differ from the state standard, with two exceptions: local rules adopted before January 1, 2006, remain valid, and new local rules can still be passed after the bill takes effect. The legislation will become active 60 days after it is signed into law.

This bill amends Pennsylvania's Minimum Wage Act to update provisions regarding training wages for employees under the age of twenty. It allows employers to pay a reduced wage rate during the first sixty days of employment for young workers, provided the employee is informed of their right to the full minimum wage after the training period ends. The legislation also includes a prohibition against hiring new trainees at a lower wage if it results in displacing existing employees through reduced hours or benefits. These changes directly affect employers in the state and young workers entering the workforce, ensuring specific protections while allowing for a temporary training wage structure.

This Pennsylvania House resolution urges the U.S. Congress and the Secretary of Labor to review and potentially update federal child labor laws under the Fair Labor Standards Act. The bill argues that current restrictions on hours and job types for young workers limit their ability to gain essential training and fill critical skills gaps in industries like construction and manufacturing. While the resolution emphasizes that safety must remain a priority, it calls for reforms that would allow more youth employment opportunities to support the state's economy. Because this is a non-binding resolution, it does not change any laws but instead serves as a formal request for federal officials to reconsider existing regulations.