What Pennsylvania law adds on top of federal law for nurses and EMS, and who to call.
Every rule here was read on the statute, regulation or agency page it cites. Checked November 10, 2026.
General information, not legal advice. Laws change and your facts decide how they apply. Before you act, confirm with the agency listed here or with an employment lawyer or your union representative.
Who to call in Pennsylvania
Pennsylvania Department of Labor & Industry, Bureau of Labor Law ComplianceUnpaid wages and state labor complaints. Start a complaint
U.S. Department of Labor, Wage and Hour DivisionUnpaid wages and overtime, PUMP Act, FMLA. Contact · 1-866-487-9243
OSHAPrivate-employer safety complaints, and retaliation for raising safety (30 days under the OSH Act). Public employees: see Unions and public employers. Contact
A Pennsylvania health care facility can't require you to work past your agreed, predetermined, regularly scheduled shift, and it can't retaliate if you refuse. You can still volunteer for overtime. Even in an allowed emergency, mandatory overtime has to be a last resort after reasonable efforts to find staff, and you get up to an hour to arrange care for a child or a dependent family member. If you end up working more than 12 straight hours, you can take 10 consecutive hours off right afterward (you can waive that). Complaints go to L&I's Bureau of Labor Law Compliance.
Who it covers: Hourly or nonsupervisory employees in direct patient care or clinical care services at Pennsylvania health care facilities, including state and local government facilities and staff placed by a personnel agency; not physicians, PAs, dentists, or non-clinical staff.
Limits and exceptions to know (the law may have others; read the source):
An unforeseeable emergent circumstance, such as a declared national, state or municipal emergency or a highly unusual, unpredictable event; chronic short staffing doesn't count.
Unexpected absences found at or before the start of a shift, that the employer couldn't prudently plan for and that could significantly affect patient safety, also count as an emergency. A posted hole in the schedule doesn't. (Act 102 FAQ 12, 15)
Finishing a patient care procedure already in progress when your absence could harm the patient.
On-call time, though the facility can't use on-call as a substitute for mandatory overtime.
Doesn't cover a practitioner's private or group practice office, prayer-based treatment facilities, or religious facilities serving only their own clergy. (Act 102 FAQ 4)
"However, an employer may not retaliate against an employee who refuses to work overtime."
Fired, let go or quit, your earned wages are due by the employer's next regular payday. You can ask for the payment by certified mail.
Who it covers: Employees in Pennsylvania. The law defines employer as persons, firms, partnerships, associations and corporations; if a government agency employs you, confirm with L&I that it applies.
Limits and exceptions to know (the law may have others; read the source):
The law's definition of employer names private entities and doesn't mention the Commonwealth or local governments. (43 P.S. § 260.2a)
"Whenever an employer separates an employe from the payroll, or whenever an employe quits or resigns his employment, the wages or compensation earned shall become due and payable not later than the next regular payday of his employer on which such wages would otherwise be due and payable. If requested by the employe, such payment shall be made by certified mail."
For Pennsylvania we have not yet confirmed state rules on staffing ratios, plans and committees, meal and rest breaks. That does not mean Pennsylvania has no rule on them: we leave a topic off until we have read it at the source, and only federal rules are shown for it here.