The Top 10 US Labor Laws Every Worker and Employer Should Know

Knowing about labor laws in the United States is crucial for maintaining a fair and safe work environment. These laws guarantee minimum wage, overtime pay, reasonable work hours, and basic workplace safety.

Labor laws cover all aspects of the legal relationship between employer and employees. They are primarily regulated by statutory and common law at the federal and state level. The main goal of labor laws is to mediate the relationship between workers, employing entities, trade unions, and the government.

This article covers 10 labor laws that set the foundation for employee rights and ethical treatment of workers in the United States.

1) Fair Labor Standards Act (FLSA)

Enacted in 1938, this law establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in Federal, State, and local governments.

To comply with the FLSA, you must properly classify each employee as exempt or nonexempt based on their salary and job duties. For nonexempt employees, you need to keep accurate records of all hours worked and pay overtime for hours worked over 40 per week. Certain workers, like bona fide executive, administrative, and professional employees, are exempt from the FLSA's overtime pay requirements.

Labor laws such as the FLSA protect American workers' economic welfare while also protecting employers' interests.

2) National Labor Relations Act (NLRA)

Passed in 1935, this law gives the workers the right to form, join, or assist a union to negotiate with the employer over wages, hours, and other terms and conditions of employment.

Under the NLRA, an individual has the right to join together with coworkers to improve working conditions with or without a union.

Labor laws such as NLRA encourage collective bargaining and prevent unfair labor practices.

3) Occupational Safety and Health Act (OSHA)

This law aims to ensure safe and healthy working conditions for all employees. OSHA sets and enforces standards for workplace safety, and requires employers to provide safety training; recordkeeping of all work-related injuries, illnesses, and deaths; and compliance. Employers must also eliminate any serious hazards like toxic chemicals, safety issues, and dangerous equipment or working conditions.

OSHA is one of the labor laws that aim to cultivate a culture of safety and compliance to ensure that all American workers return home safe each day.

4) Family and Medical Leave Act (FMLA)

FMLA protects workers’ right to take unpaid leave for certain family and medical reasons. Employees are entitled to 12 weeks of leave each year for:

• The birth or adoption of a child, or placement of a foster child.
• To care for an immediate family member with a serious health condition.
• Their own serious health condition makes them unable to work.

To qualify, an employee must have worked for an employer for at least 12 months and logged 1,250 hours of service in the year before taking leave. While on leave, the employer must continue the health insurance benefits during an employee’s absence.

Labor laws such as FMLA provide crucial protections for workers in times of family or medical distress.

5) Americans with Disabilities Act (ADA)

The Americans with Disabilities Act (ADA) of 1990 prohibits discrimination against individuals with disabilities in all areas of public life. This includes jobs, schools, transportation, as well as access to state and local government programs, and services.

Under the ADA, employers and public facilities must make “reasonable accommodations” for disabled individuals—things like wheelchair ramps, braille signs, service animals, and modified work schedules.

Overall, labor laws such as the ADA have had a profoundly positive impact on accessibility and quality of life for disabled individuals.

6) Age Discrimination in Employment Act (ADEA)

Enacted in 1967, this law protects workers 40 years of age and older from discrimination in hiring, firing, pay, job assignments, promotions, layoffs, training, fringe benefits, and any other term or condition of employment.

Labor laws such as ADEA applies to employers with 20 or more employees.

7) Equal Pay Act of 1963

The Equal Pay Act of 1963 made it illegal for employers to pay women lower wages than men for the same job. This was a huge step forward in the fight for equal rights and pay equity.

Labor laws like this ensure that all people are paid based on their qualifications and job performance and not on their gender or other attributes.

8) Title VII of the Civil Rights Act of 1964

Title VII makes it illegal for employers to discriminate against employees or job applicants based on race, color, religion, sex, or national origin. Under Title VII, employers cannot make hiring or firing decisions, pay differently, or treat employees unfairly based on these protected characteristics.

If a worker feels they have faced discrimination at work due to their race, ethnicity, gender, or religion, they have the right to file a charge with the Equal Employment Opportunity Commission (EEOC). The commission investigates and determines if an employer violated Title VII.

9) Employee Retirement Income Security Act (ERISA)

The ERISA Act of 1974 protects employees’ retirement funds and health benefit plans. It sets minimum standards for participation, vesting, benefit accrual, and funding. This helps ensure employees will actually receive the benefits they've been promised.

Labor laws such as ERISA have given workers peace of mind in their financial security after retirement by holding employers and plan administrators accountable to strict standards.

10) Worker Adjustment and Retraining Notification Act (WARN)

The WARN Act requires employers with 100 or more employees to provide 60 days advance written notice of plant closings and mass layoffs. This includes situations where 50 or more employees lose their jobs at a single site of employment.

Though not flawless, labor laws such as the WARN Act aim to cushion the blow for workers and communities impacted by sizable, unexpected job losses.

Current Trends Affecting Labor Laws in the United States

The labor laws in the United States are constantly evolving in response to changes in the economy, technology, and society. Here are some of the current trends that are affecting labor laws:

• Religious & Medical Accommodations: With the COVID-19 pandemic, employers are dealing with challenges tied to vaccine mandates. Employees might ask for accommodations due to medical or religious reasons that prevent them from getting vaccinated.
• Privacy & Productivity Concerns with Remote Working: As remote work continues,; employers are struggling with how to monitor productivity without breaching privacy and confidentiality issues.
• Paid Family Leave Laws: Paid family leave laws and coverage have increased over the past few years. There's also a push for a federal mandate for paid family leave.
• OSHA, Vaccine Mandates, & the Supreme Court: If Biden’s mandate stands, employers will be responsible for coordinating and funding COVID-19 testing for employees.
• Mental Health Days: In 2021, numerous companies began providing mental health days for employees, responding to the pandemic's stress and the ongoing remote work trend. Questions have emerged about the counting and compensation of these days.

Final Insights on Labor Laws in the USA

Labor laws are the foundation of worker protection in the United States. Both employers and employees need to understand and follow these rules to help promote a just system where people are valued over profits. Employers can ensure a safe, fair, and productive workplace by learning about important labor laws, keeping up with state-specific rules, and making compliance a priority. Remember, these labor laws go beyond legal duties – they show our dedication to respecting and safeguarding the rights of all workers in our country.