Calculadora de Indemnización — Pennsylvania

Leyes de indemnización por despido en Pennsylvania

Pennsylvania has no state-level mini-WARN, so the federal WARN Act provides the only statutory layoff-notice floor — sixty days for mass layoffs of fifty or more employees at employers with one hundred or more total workers. There is no state-level severance pay mandate. Pennsylvania's contribution to the layoff landscape comes through its strong wage law and broad discrimination statute.

Final wages in Pennsylvania are governed by the Wage Payment and Collection Law, 43 P.S. §260.1 et seq. Final wages are due by the next regular payday following termination. Accrued vacation is wages if payable under company policy. The Pennsylvania Department of Labor and Industry enforces the statute and provides for unpaid wages plus liquidated damages equal to 25 percent of unpaid wages or $500, whichever is greater, plus attorney's fees under §260.10 for willful nonpayment.

On non-competes, Pennsylvania courts apply a common-law reasonableness test. There is no specific statute restricting employee non-competes broadly. The clause must protect a legitimate business interest, be reasonable in duration (typically capped around two years), and be reasonable in geographic scope. Pennsylvania courts strictly enforce the consideration requirement — a non-compete signed mid-employment requires new consideration beyond continued employment.

On discrimination, the Pennsylvania Human Relations Act (PHRA, 43 P.S. §951 et seq.) applies to employers with four or more employees — broader than federal Title VII — and provides protections across federal Title VII categories. The Pennsylvania Human Relations Commission administers state-level claims. Philadelphia has additional local protections through the Philadelphia Fair Practices Ordinance that extends coverage to sexual orientation and gender identity beyond state law.

Pennsylvania's economy is anchored by healthcare (UPMC, Penn Medicine), financial services, manufacturing (US Steel, Allegheny Technologies), education, and tech. UPMC and Penn Medicine — both among the largest health systems in the country — have produced detailed corporate-template severance practices that materially exceed the state's legal floor for senior individual contributors and management.

¿Cuánto reciben los trabajadores de Pennsylvania?

Pennsylvania employees in healthcare, finance, and tech typically receive two to three weeks of severance per year of service for individual contributors, with UPMC and Penn Medicine corporate roles running higher. Manufacturing and education come in closer to the modeled midpoint.

Referencias por industria en Pennsylvania

In Pennsylvania, Philadelphia finance and Pittsburgh healthcare pay above the modeled midpoint; manufacturing and education come in closer to it.

Preguntas frecuentes — indemnización en Pennsylvania