Federal

Standard laws

January 6, 2026federal-laws

Standard Laws in U.S. Employment: Which Regulations Are Established at the Federal Level?

HR teams and business owners often ask the same question in different ways: What “standard laws” apply to every workplace, and which of these regulations is established at the federal level? This guide clarifies the baseline federal labor law requirements—covering standards of employment (wages, hours, leave, and equal opportunity) and safety regs (workplace safety and health)—and translates them into actionable compliance steps for your organization.

For a broader map of federal requirements, start with SwiftSDS’s employment legislation list.

What “standard laws” means in labor law compliance

In everyday HR conversation, “standard laws” usually refers to the core rules that set minimum requirements across workplaces. In U.S. employment compliance, that typically includes:

  • Wage-and-hour standards of employment (minimum wage, overtime, child labor)
  • Anti-discrimination and equal employment opportunity protections
  • Leave and job-protection requirements in covered workplaces
  • Safety regs for hazard-free workplaces
  • Posting and notice obligations that inform employees of their rights

While states can add protections beyond federal law, the federal “floor” still matters—especially for multi-state employers and any employer covered by federal statutes.

Federal standards of employment: wage, hours, and classification (FLSA)

The Fair Labor Standards Act (FLSA) is one of the clearest examples of a regulation established at the federal level. It governs:

  • Minimum wage
  • Overtime eligibility and pay requirements
  • Recordkeeping
  • Child labor restrictions
  • Exempt vs. nonexempt classification rules (executive, administrative, professional, etc.)

To dive deeper into coverage and enforcement, see SwiftSDS’s fair labour standards act explainer.

Actionable compliance steps under the FLSA

  1. Audit employee classifications: Confirm each exempt role meets both the duties test and salary basis/salary level requirements (where applicable).
  2. Verify timekeeping practices: Ensure nonexempt employees record all hours worked, including remote work and pre-/post-shift tasks.
  3. Confirm overtime calculations: Regular rate rules can require inclusion of certain nondiscretionary bonuses and differentials.
  4. Maintain required records: Keep payroll and hour records consistent with DOL requirements.

Required federal notice: FLSA poster

Most covered employers must post an FLSA notice. SwiftSDS hosts official versions, including:

Public employers and certain industries may need specialized versions:

For a practical overview of wage-and-hour basics, see employment basics.

Federal equal employment “standard laws”: EEO and ADA

Another category of regulations established at the federal level is equal employment opportunity (EEO). Federal EEO requirements generally prohibit discrimination and require certain employers to post notices and follow nondiscriminatory processes.

EEO principles employers should operationalize

  • Use job-related, consistent selection criteria
  • Train supervisors on harassment prevention and response protocols
  • Maintain a structured complaint intake and investigation process
  • Document interactive processes and accommodation decisions

To understand the purpose and goals behind EEO enforcement, read as it pertains to employment opportunity the eeo strives to.

ADA (Americans with Disabilities Act): accommodations and documentation

Under the ADA, covered employers must provide reasonable accommodations to qualified individuals with disabilities unless doing so causes undue hardship. HR compliance typically hinges on two practical areas:

  • Running a consistent interactive process
  • Using compliant forms and documentation practices

SwiftSDS provides dedicated resources for HR teams:

Federal leave standards: FMLA (and a common contractor pitfall)

The Family and Medical Leave Act (FMLA) is a federal standard that provides eligible employees of covered employers with job-protected leave for qualifying family and medical reasons (subject to eligibility rules based on hours worked, tenure, and worksite size).

A frequent compliance issue is misapplying leave rules to workers who aren’t employees under the Act. If your workforce includes 1099 roles, review SwiftSDS guidance on are contractors eligible for fmla and confirm worker classification with counsel when needed.

Actionable FMLA controls to implement

  • Maintain eligibility checklists (hours worked, tenure, covered employer status, worksite thresholds)
  • Use standardized designation and notice timelines
  • Track leave consistently across departments and locations

For a wider set of workplace protection rules, see employment law topics.

Federal safety regs: OSHA’s “general duty” and standards

When people search “safety regs” alongside “standard laws,” they’re often trying to confirm whether workplace safety obligations are federal. In most private-sector workplaces, OSHA (Occupational Safety and Health Administration) is the federal framework, including:

  • The General Duty Clause (provide a workplace free from recognized serious hazards)
  • Specific standards for hazards such as hazard communication, PPE, machine guarding, fall protection, and more (as applicable to your workplace)

Actionable safety compliance steps

  1. Identify workplace hazards (job hazard analyses; incident and near-miss reviews)
  2. Train employees in hazard recognition and safe procedures
  3. Document safety programs and corrective actions
  4. Maintain required injury and illness records where applicable (e.g., OSHA 300 logs for covered employers)

Safety posting and program requirements can also become state-specific (especially for public sector workers). If you operate in Massachusetts, for example, you may need state-required safety notices such as Massachusetts Workplace Safety and Health Protection for Public Employees, depending on coverage.

Posting requirements: where federal “standard laws” become visible

A practical way to think about “standard laws” is: What must I post or notify employees about to stay compliant? Federal posters commonly relate to wage-and-hour rights, nondiscrimination, and other workplace protections.

Use SwiftSDS’s Federal (United States) Posting Requirements page as your baseline, then layer state requirements by location:

Example: state add-ons (Massachusetts)

Many businesses confuse state notices as federal. Massachusetts, for instance, has several required postings that are not federal, such as:

A simple federal compliance checklist for “standard laws”

Use this short list as a starting point for HR audits:

  • Wage/hour: Confirm FLSA classifications, timekeeping, overtime calculations, and required postings (FLSA poster).
  • EEO/ADA: Train managers, formalize accommodations workflow, and align documentation with ADA practices (see ada hr).
  • Leave: Confirm FMLA eligibility determinations and documentation; don’t assume contractors are covered (see are contractors eligible for fmla).
  • Safety regs: Run hazard assessments, track incidents, and maintain training records.
  • Posters by location: Start with the federal baseline and add state/local requirements using SwiftSDS posting requirement pages.

For a high-level reminder of workplace entitlements, review 5 rights of workers.

FAQ: Standard laws and federal regulations

Which of these regulations is established at the federal level—wage rules or posting rules?

Both can be federal. The FLSA is a federal wage-and-hour law, and the U.S. Department of Labor also requires specific federal postings (such as the FLSA poster). However, states often add additional wage rules and posting requirements.

Are safety regs always federal (OSHA)?

OSHA is the primary federal workplace safety framework for many private employers, but some states operate their own OSHA-approved plans or have separate public-sector safety requirements. Always confirm using your jurisdiction’s posting rules, starting with SwiftSDS’s Federal posting requirements.

If I’m compliant federally, am I automatically compliant in every state?

No. Federal law sets a baseline, but states and cities can impose stricter standards of employment (higher minimum wage, paid leave, additional notices). Check the SwiftSDS state pages like California posting requirements to identify add-ons.

If you want to map “standard laws” to your specific workforce footprint (multi-state, remote, public sector, staffing, agriculture), use SwiftSDS’s division of labor standards resource to understand how enforcement and requirements are commonly structured.