Employment

The current federal minimum wage is $7.25 per hour, and it applies to most employees engaged in interstate commerce or employed by enterprises covered under the Fair Labor Standards Act.

Yes, most nonexempt employees in the U.S. are entitled to overtime pay of at least 1.5 times their regular rate for hours worked over 40 in a workweek under federal law.

Yes, tipped employees must receive at least the federal minimum wage of $7.25 per hour, but employers may take a 'tip credit' of up to $2.13 per hour if certain conditions are met.

No, federal law does not require employers to provide meal breaks or rest periods.

Generally, no—federal law prohibits employers from deducting money from your paycheck without your consent if the deduction would bring your wages below the federal minimum wage of $7.25 per hour.

No, your employer cannot fire you because of your race, religion, or national origin — that is illegal under federal law.

No, your employer cannot refuse to hire you because of a disability if you are qualified to perform the essential functions of the job, with or without reasonable accommodation.

No, your employer cannot pay women less than men for substantially equal work — that’s illegal under the Equal Pay Act of 1963, which amends the Fair Labor Standards Act.

To prove age discrimination in hiring, you must show you are 40 or older, qualified for the job, rejected despite your qualifications, and that the employer hired a significantly younger person or treated younger applicants more favorably.

No, an employer cannot require a medical exam before making a job offer. Medical exams are only allowed after a conditional job offer has been made and must be required for all entering employees in the same job category.

Yes, if you work for a covered employer (15+ employees) and meet the ADA’s definition of disability, your employer must provide reasonable accommodation unless it causes undue hardship.

You are entitled to up to 12 weeks of unpaid, job-protected leave per 12-month period under the FMLA if you meet eligibility requirements.

No, your employer generally cannot fire you for taking FMLA-protected leave to care for a sick family member, as long as you meet eligibility requirements and follow proper notice procedures.

The ADA may require your employer to allow remote work as a reasonable accommodation if it enables you to perform the essential functions of your job and doesn’t cause undue hardship.

Yes, the FMLA applies to same-sex spouses caring for a partner, as federal law defines 'spouse' to include same-sex spouses legally married in any state or jurisdiction that authorizes such marriages.

No, your employer cannot lawfully prevent you from forming or joining a union — this is protected activity under federal law.

An unfair labor practice by an employer under federal law includes interfering with employees’ rights to organize, join unions, bargain collectively, or engage in protected concerted activity — as defined in Section 8(a) of the National Labor Relations Act.

Yes, federal law prohibits employers from retaliating against you for reporting workplace discrimination under Title VII of the Civil Rights Act.

No, you generally cannot be fired for discussing your salary with coworkers under federal law. The National Labor Relations Act protects such discussions as 'concerted activity' for mutual aid or protection.

Sexual harassment in the workplace is a form of sex discrimination prohibited under Title VII of the Civil Rights Act of 1964, which makes it illegal to harass a person because of their sex, including unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.

No, your employer generally cannot force you to retire because of your age. Federal law prohibits mandatory retirement based on age for most workers aged 40 and older.

For most workplace discrimination claims under federal law, you generally have 180 days from the alleged discriminatory act to file a charge with the EEOC; this extends to 300 days if a state or local agency enforces a similar anti-discrimination law.

Yes, your employer generally can monitor your work emails and computer activity, especially on company devices and networks, as long as it doesn’t interfere with protected concerted activity under federal labor law.

No—federal law prohibits misclassifying employees as independent contractors to avoid paying minimum wage, overtime, or other protections under the Fair Labor Standards Act.

If you win a Title VII discrimination case, available remedies include back pay, reinstatement or front pay, compensatory and punitive damages (with caps), and attorney’s fees.