Human Resources

Employment law, hiring rules, and workplace compliance

Overview ·Federal ·State

Overview

Hiring and managing employees involves a growing set of technology-specific legal requirements, including AI-driven hiring tools, background check compliance, employee monitoring, and biometric data collection. These laws are evolving rapidly at the state level.

Federal Laws

11 laws

Employee Rights & Discrimination

Age Discrimination in Employment Act

ADEA — 29 U.S.C. §§ 621–634

Protects employees and applicants age 40 and older from discrimination in hiring, promotion, discharge, compensation, and terms of employment. Applies to employers with 20 or more employees.

Americans with Disabilities Act Title III

ADA Title III — 42 U.S.C. §§ 12181–12189

Prohibits discrimination on the basis of disability by places of public accommodation. Courts are split on whether websites qualify, but plaintiffs continue to pursue website accessibility claims — the practical standard is WCAG 2.1 AA.

Employee Polygraph Protection Act

EPPA — 29 U.S.C. §§ 2001–2009

Prohibits most private employers from requiring, requesting, or suggesting that employees or job applicants take lie detector tests. Provides limited exceptions for certain security-related positions.

Fair Credit Reporting Act

FCRA — 15 U.S.C. §§ 1681–1681x

Regulates the collection, use, and sharing of consumer credit and background information. Applies to any company using background checks, credit reports, or algorithmic consumer evaluations for employment, housing, or credit decisions.

Immigration Reform and Control Act

IRCA — 8 U.S.C. § 1324a

Requires employers to verify the identity and employment authorization of all individuals hired in the United States using Form I-9. Prohibits employment of unauthorized workers and discrimination based on citizenship status or national origin.

Title VII of the Civil Rights Act of 1964

Title VII — 42 U.S.C. §§ 2000e et seq.

Prohibits employment discrimination based on race, color, religion, sex, or national origin. Applies to employers with 15 or more employees. Covers hiring, firing, promotions, compensation, and workplace conditions. Enforced by the EEOC.

Wages, Hours & Leave

Fair Labor Standards Act

FLSA — 29 U.S.C. §§ 201–219

Establishes minimum wage, overtime pay, recordkeeping, and child labor standards for full-time and part-time workers in the private sector and federal, state, and local governments.

Family and Medical Leave Act

FMLA — 29 U.S.C. §§ 2601–2654

Entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage. Applies to employers with 50 or more employees.

Workplace Safety & Rights

National Labor Relations Act

NLRA — 29 U.S.C. §§ 151–169

Protects employee rights to organize, form or join unions, bargain collectively, and engage in concerted activity for mutual aid or protection. Applies to most private-sector employers regardless of union presence.

Occupational Safety and Health Act

OSH Act — 29 U.S.C. §§ 651–678

Requires employers to provide a workplace free from recognized hazards likely to cause death or serious physical harm. Establishes safety standards, inspection authority, and reporting requirements enforced by OSHA.

Worker Adjustment and Retraining Notification Act

WARN Act — 29 U.S.C. §§ 2101–2109

Requires employers with 100 or more employees to provide 60 calendar days advance written notice of plant closings and mass layoffs to affected workers, unions, and state and local government officials.

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