Wrongful Termination in Pennsylvania: Your Rights
Understanding wrongful termination protections in Pennsylvania. This guide covers at-will exceptions, protected classes, whistleblower protections, and how to file a claim.
Data last updated: Jan 15, 2025Key Takeaways
- At-will employment: Yes.
- Public policy exception: Recognized.
- Implied contract exception: Not recognized.
- Filing deadline: 180 days for PHRC complaints; 300 days for EEOC (dual filing).
At-Will Employment in Pennsylvania
Pennsylvania is an at-will employment state. Employers can terminate employees for any lawful reason or no reason at all.
Recognized Exceptions
- Public policy
- Statutory protections (PHRA)
Protected Classes
In addition to federal protections, Pennsylvania prohibits employment discrimination based on:
- Race
- Color
- Religion
- Sex
- National origin
- Ancestry
- Age (40+)
- Disability
- GED vs. diploma
- Use of guide or support animals
Whistleblower Protections
Pennsylvania Whistleblower Law protects public employees from retaliation for reporting wrongdoing or waste.
Filing a Claim
Back pay, compensatory damages, and attorney fees.
Pennsylvania Human Relations Commission (PHRC) website
Related Resources
Frequently Asked Questions
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What is the Pennsylvania Human Relations Act?
The PHRA prohibits employment discrimination and applies to employers with 4 or more employees.
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Does Pennsylvania protect sexual orientation and gender identity?
As of 2022, courts have interpreted the PHRA's sex discrimination provisions to include sexual orientation and gender identity. Some municipalities also have explicit local ordinances.
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Does Pennsylvania recognize implied contract exceptions?
No. Pennsylvania courts have not adopted the implied contract exception to at-will employment.
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What is unique about Pennsylvania's protections?
Pennsylvania uniquely prohibits discrimination against individuals who hold a GED rather than a high school diploma.