Wrongful Termination in Pennsylvania
Reviewed by DocDraft Legal Team - Pennsylvania - Last updated November 12, 2026
Wrongful termination in Pennsylvania starts from at-will employment, and Pennsylvania courts recognize a narrow public-policy exception to it. Complaints under the Pennsylvania Human Relations Act go to the Pennsylvania Human Relations Commission and may be filed within 180 days of the alleged act of discrimination, against employers of four or more persons. The state Whistleblower Law, which covers employees of a public body, or of an employer that receives money from a public body to perform work or provide services for it, allows a civil action within 180 days after the alleged violation. Final wages are due by the next regular payday on which they would otherwise be due.
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What counts as wrongful termination in Pennsylvania?
Pennsylvania employment is generally at-will, and Pennsylvania courts recognize a narrow public-policy exception to that rule. A firing is also wrongful when it breaks a statute, such as the Pennsylvania Human Relations Act, or a contract, so match the facts to a specific law or contract term.
Where do you file a discrimination complaint in Pennsylvania, and by when?
File with the Pennsylvania Human Relations Commission within 180 days of the alleged act of discrimination, if your employer has four or more employees. EEOC charges (15+ employees, 20+ for age) are due within 300 days from the date of harm.
How long do you have to sue for wrongful termination in Pennsylvania?
Deadlines depend on the claim. A Whistleblower Law suit, for employees of a public body, or of an employer that receives money from a public body to perform work or provide services for it, must be brought within 180 days after the alleged violation. Confirm the deadline for a Human Relations Act suit with the Commission.
When is your final paycheck due after being fired in Pennsylvania?
When employment ends, the wages earned become due and payable not later than the next regular payday on which they would otherwise be due and payable (43 P.S. 260.5). If it is late, put your request in writing, keep a copy with your pay stubs and records of your hours, and note the date you asked.
Pennsylvania wrongful termination rules
Pennsylvania gives fired workers 180 days for a state complaint and keeps the common-law route narrow. Complaints under the Pennsylvania Human Relations Act may be filed with the Human Relations Commission within 180 days of the alleged act of discrimination, and the act reaches employers of four or more persons. The EEOC's Philadelphia and Pittsburgh offices allow 300 days for a federal charge against an employer with 15 or more employees, or 20 or more for age. Pennsylvania courts recognize a narrow public-policy exception to at-will employment. The state Whistleblower Law covers employees of a public body, or of an employer that receives money from a public body to perform work or provide services for it, with a 180-day suit deadline. Final wages are due by the next regular payday, and an unpaid-wage action must be brought within three years after the wages were due.
Relevant Laws
PHRC: filing a complaint
For employers of 4 or more persons, complaints may be filed within 180 days of the alleged act of discrimination.
43 P.S. 1424 (Whistleblower Law suits)
A civil action may be brought within 180 days after the occurrence of the alleged violation.
43 P.S. 260.5 (final wages)
Wages earned become due not later than the next regular payday on which they would otherwise be due.
EEOC Philadelphia timeliness
The EEOC gives 300 days from the date of harm for employers with 15 or more employees (20 or more for age) in Pennsylvania.
Regional Variances
Pennsylvania wrongful termination rules
At-will status
Generally at-will, with a narrow public-policy exception.
Recognized exceptions
A narrow public-policy exception, statutory claims, and breach of an express contract.
State agency and law
Pennsylvania Human Relations Commission; Pennsylvania Human Relations Act, 43 P.S. 951 and following.
Agency filing deadline
Within 180 days of the alleged act of discrimination (Pennsylvania Human Relations Commission).
EEOC charge deadline
300 days from the date of harm (EEOC Philadelphia and Pittsburgh offices), for employers with 15 or more employees, or 20 or more for age.
Employer size covered
Four or more persons (Pennsylvania Human Relations Commission).
Whistleblower and retaliation law
Whistleblower Law (employees of a public body, or of an employer that receives money from a public body to perform work or provide services for it): civil action within 180 days after the alleged violation (43 P.S. 1424).
Deadline to sue
Whistleblower Law (covered employees): 180 days; unpaid wages: three years after the wages were due; confirm the Human Relations Act suit deadline with the Commission.
Final paycheck
Not later than the next regular payday on which the wages would otherwise be due (43 P.S. 260.5).
Suggested Compliance Checklist
Request your final pay in writing
If unpaid by the next regular payday days after startingPennsylvania makes earned wages due by the next regular payday on which they would otherwise be paid. If they are late, send a written request.
Save records and write a timeline
Within days of the firing days after startingKeep the termination notice, messages, pay stubs and a dated timeline, with witness names.
File with the Human Relations Commission
180 days (state); 300 days (EEOC) days after startingFor employers of four or more, file within 180 days of the alleged act. An EEOC charge (15 or more employees, 20 or more for age) is due within 300 days.
Calendar the suit deadline for your claim
180 days or 3 years, by claim days after startingWhistleblower Law suits (employees of a public body, or of an employer that receives money from a public body to perform work or provide services for it): 180 days after the violation. Unpaid-wage actions: three years after the wages were due. Confirm the Human Relations Act suit deadline with the Commission.
Send a demand letter or review a settlement
Before signing any release days after startingA demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available.
| Task | Description | Document | Days after starting |
|---|---|---|---|
| Request your final pay in writing | Pennsylvania makes earned wages due by the next regular payday on which they would otherwise be paid. If they are late, send a written request. | final-paycheck-demand-letter | If unpaid by the next regular payday |
| Save records and write a timeline | Keep the termination notice, messages, pay stubs and a dated timeline, with witness names. | - | Within days of the firing |
| File with the Human Relations Commission | For employers of four or more, file within 180 days of the alleged act. An EEOC charge (15 or more employees, 20 or more for age) is due within 300 days. | - | 180 days (state); 300 days (EEOC) |
| Calendar the suit deadline for your claim | Whistleblower Law suits (employees of a public body, or of an employer that receives money from a public body to perform work or provide services for it): 180 days after the violation. Unpaid-wage actions: three years after the wages were due. Confirm the Human Relations Act suit deadline with the Commission. | - | 180 days or 3 years, by claim |
| Send a demand letter or review a settlement | A demand letter sets out your claim and what you want. Review any settlement agreement before signing; attorney review is available. | demand-letter | Before signing any release |
Frequently Asked Questions
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