In the complex landscape of federal employment laws, understanding the regulations applicable to your business size is crucial. Whether you are a small startup or a midsize company, non-compliance with these laws can result in significant legal complications and penalties. This article serves as a guide to navigate federal employment laws by employer size, ensuring you stay informed and compliant.

Federal Laws Applicable to All Business Sizes

Certain federal laws apply universally, irrespective of the number of employees:

1. Immigration Reform and Control Act (IRCA): Requires verification of an employee’s legal right to work in the United States.
2. Equal Pay Act (EPA): Mandates equal pay for equal work, regardless of gender.
3. Employee Polygraph Protection Act (EPPA): Prohibits the use of lie detector tests for employment purposes, with specific exceptions.
4. Fair Labor Standards Act (FLSA): Sets minimum wage, overtime pay rules, child labor laws, and recordkeeping requirements.
5. Occupational Safety and Health Act (OSH Act): Ensures a safe working environment for all employees.
6. Employee Retirement Income Security Act (ERISA): Establishes standards for pension and health plans in private industry.
7. Uniformed Services Employment and Reemployment Rights Act (USERRA): Protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service.
8. Consumer Credit Protection Act (CCPA): Limits wage garnishment and protects employees from discharge because of garnishment for any single debt.
9. Jury Systems Improvement Act (JSIA): Protects employees summoned to serve on federal jury duty.

Federal Labor Laws by Number of Employees

As your business grows, additional laws come into play:

For Businesses with at Least 15 Employees:

• Americans with Disabilities Act (ADA): Prohibits discrimination against individuals with disabilities.
• Genetic Information Nondiscrimination Act (GINA): Prohibits genetic information discrimination.
• Pregnancy Discrimination Act (PDA): Prohibits discrimination on the basis of pregnancy or related conditions.
• Title VII of the Civil Rights Act: Prevents discrimination based on race, color, religion, sex, or national origin.

For Businesses with at Least 20 Employees:

• Age Discrimination in Employment Act (ADEA): Protects individuals 40 years and older from age-based discrimination.
• Consolidated Omnibus Budget Reconciliation Act (COBRA): Provides continuation of group health coverage under certain circumstances.

For Businesses with at Least 50 Employees:

• Family and Medical Leave Act (FMLA): Allows employees to take unpaid leave for family and medical reasons.
• Affordable Care Act (ACA) – Employer Shared Responsibility Rules: Mandates offering healthcare coverage to full-time employees and their dependents.

For Businesses with at Least 100 Employees:

• Worker Adjustment and Retraining Notification (WARN) Act: Requires notice in advance of certain plant closings and mass layoffs.
• EEO-1 Report: Requires annual submission of workforce data by race, ethnicity, gender, and job category.

Navigating Compliance with Homebase

Understanding and adhering to these laws can be daunting, but tools like Homebase provide HR & compliance assistance to simplify this process. With Homebase, you gain access to certified advisors who can help interpret these laws and ensure your business remains compliant.

Remember, this guide focuses on federal laws. Your state may have additional regulations. Always consult with legal experts or utilize resources like Homebase for specific guidance tailored to your business.

Conclusion

Staying compliant with federal employment laws is a dynamic and ongoing process, especially as your business grows and hires more employees. By understanding and adhering to these laws, you safeguard your business against legal pitfalls and create a fair and safe working environment for your employees.