SB 1059 would require employers to provide paid leave for employees experiencing a pregnancy loss, such as miscarriage or stillbirth, or related medical reasons. This bill would directly affect workers in the state who have a pregnancy loss by allowing them to take time off work with pay for this specific health event. The key provision establishes a new paid leave entitlement separate from existing family or medical leave policies. The bill was referred to the Labor & Industry committee on October 16, 2025, for further review.
HB 846 amends Pennsylvania's Prevailing Wage Act to clarify job definitions, specify how prevailing wages are calculated for public construction projects, and detail the Labor Secretary's responsibilities. It directly affects construction workers, contractors, and state agencies managing public works by updating administrative processes. The bill makes technical changes to implementation without altering the core requirement that public projects pay local standard wages. These updates aim to improve consistency in applying the existing law across state-funded projects.
HB 1998 amends Pennsylvania's 1915 Workers' Compensation Act to update the schedule of compensation rates for injured workers and adjust procedures for handling claims through the Uninsured Employers Guaranty Fund. It directly affects Pennsylvania workers who suffer work-related injuries and employers required to carry workers' compensation insurance. Key provisions include revising the compensation amounts based on injury severity and clarifying how the Uninsured Employers Fund processes claims when an employer lacks coverage. The bill focuses on updating the legal framework for payments, not on new benefits or eligibility rules.
HB 308 establishes new workplace health and safety standards specifically for public employees in Pennsylvania, including those working for the Commonwealth, counties, cities, schools, and public institutions. It creates the Pennsylvania Occupational Safety and Health Review Board, grants the Secretary of Labor new enforcement powers for workplace inspections, and requires public employers to meet safety standards comparable to those in the private sector under federal OSHA. The bill imposes penalties for violations, prohibits employer retaliation against employees reporting safety concerns, and mandates recordkeeping and reporting procedures. This legislation directly affects all public employees across Pennsylvania who previously lacked consistent state-level safety protections.
SB 176 amends Pennsylvania's Unemployment Compensation Law to create a new eligibility exception for individuals who leave work due to domestic violence threatening their safety or their family's safety. This directly affects domestic violence survivors who might otherwise be disqualified from unemployment benefits for voluntarily quitting or failing to attend work. The bill allows applicants to verify domestic violence through protective orders, professional statements, or a self-affirmation (with documentation required within 120 days), while ensuring all records remain confidential and cannot be disclosed to employers. The Department of Labor must expedite eligibility determinations for qualifying applicants and provide automatic relief from employer benefit charges.
SB 413, the "Statutory Construction of Wage and Hour Laws Act," aligns Pennsylvania's Minimum Wage Act of 1968 with federal Fair Labor Standards Act (FLSA) updates to reduce confusion for employers and workers. It requires Pennsylvania wage laws to be interpreted consistently with federal FLSA provisions, including automatic adjustments to the tipped employee minimum cash wage ($2.83/hour) if federal rates increase. The bill ensures Pennsylvania employers following federal standards won’t accidentally violate state law due to outdated state regulations. It does not change existing laws like the 2008 healthcare overtime ban or override federal standards.
HB 265 amends Pennsylvania's unemployment compensation law to change eligibility rules for workers at educational institutions, such as teachers or staff employed on a term-by-term basis. It removes a prior requirement that these workers must prove they would not return to the same institution for the next academic term to receive benefits during breaks between terms. This change applies to service performed after the bill's effective date and aligns with federal guidelines (26 U.S.C. § 3304(a)(6)). The bill directly affects temporary and part-time employees in schools and colleges who experience academic breaks.
HB 926 requires healthcare facilities to establish violence prevention committees to address workplace violence. These committees must develop safety plans, and facilities must report violent incidents to the Department of Labor and Industry. The Department gains authority to enforce compliance, impose fines, and issue administrative penalties for violations. This bill directly affects hospitals, clinics, and all healthcare workplaces covered under state labor regulations.
HB 2027 creates a new "Public Sector Workplace Safety Equipment Account" within Pennsylvania's General Fund to purchase safety equipment for state employees in high-risk jobs. It directs the Secretary of the Budget to transfer up to $3.8 million in unspent funds from previous years (for agencies under the Governor's jurisdiction) to this account by October 1, 2025. The funds will specifically cover lift kits for healthcare workers handling patients and postural support devices for construction workers, targeting state agencies operating nursing facilities, disability care facilities, and highway construction projects. The bill requires transparency through public notices and committee notifications before any transfer occurs.
This bill would create a state-funded paid family and medical leave program for eligible workers needing time off for health issues, childbirth, or family care. It establishes a dedicated state fund to cover leave costs, creates an advisory board to guide implementation, and assigns oversight to the Department of Labor. The program would directly affect employees in the state who qualify for these leave types, requiring employers to provide the benefits. The bill also specifies penalties for businesses failing to comply with the new requirements.
