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What are the laws in usa

January 6, 2026federal-laws

What Are the Laws in USA? A Practical Guide to Federal Labor Law Requirements for Employers

If you’re searching “what are the laws in USA” from an employer standpoint, you’re likely trying to answer one question fast: Which federal law and national laws do I have to follow to stay compliant with U.S. labor and employment requirements? This SwiftSDS guide focuses on the major laws that govern hiring, pay, leave, safety, discrimination, and workplace postings—plus actionable steps HR teams and business owners can implement immediately.

For a broader index of federal labor rules, start with SwiftSDS’s employment legislation list.

Federal law vs. state law: which laws govern your workplace?

In the U.S., employers often follow both federal law and state law. A helpful way to think about “america laws” in employment:

  • Federal law sets nationwide baselines (minimum wage rules, FMLA eligibility standards, anti-discrimination frameworks, OSHA safety rules, etc.).
  • State and local laws can add requirements or provide stronger worker protections (higher minimum wages, paid leave, predictive scheduling, additional posting notices).

Actionable step: If you operate in multiple states, document each worksite’s location and map it to posting and wage/leave rules. SwiftSDS maintains a hub for state law so you can compare requirements.

For posting compliance at the national level, review Federal (United States) Posting Requirements.

Major laws: key federal labor laws every employer should know

Below are laws examples that commonly apply to private employers. These are not necessarily the “best laws” (that’s subjective), but they are among the major laws that govern day-to-day compliance risk.

Wage and hour: Fair Labor Standards Act (FLSA)

The Fair Labor Standards Act (FLSA) is foundational federal law covering:

  • Minimum wage
  • Overtime eligibility and calculations
  • Child labor restrictions
  • Recordkeeping expectations

Actionable compliance checklist

  • Confirm which roles are exempt vs. nonexempt using duties + salary basis tests (not titles).
  • Track all hours worked for nonexempt employees (including certain training and pre-/post-shift activities).
  • Audit overtime calculations (rate-of-pay, nondiscretionary bonuses, multiple rates).

Required workplace notice (poster) Many employers must display an FLSA notice. SwiftSDS provides direct access to commonly required versions:

For broader context on standard federal requirements, see Standard laws.

Leave and job protection: Family and Medical Leave Act (FMLA)

The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 weeks of job-protected leave (and 26 weeks for certain military caregiver leave), generally for:

  • A serious health condition
  • Care of a family member
  • Parental bonding (new child)
  • Qualifying military exigencies

FMLA coverage and eligibility are nuanced (employer size, hours worked, tenure, and worksite count). If you engage independent contractors, avoid misclassification assumptions—contractors typically aren’t “employees” for FMLA.

Actionable step: Build an internal intake process (request forms, medical certifications, designation notices) and train managers to escalate leave triggers.

For a specific edge-case breakdown, read are contractors eligible for fmla.

Anti-discrimination and equal employment: Title VII, ADA, ADEA, and the EEO framework

Several national laws prohibit discrimination and require fair employment practices, including:

  • Title VII of the Civil Rights Act (race, color, religion, sex, national origin)
  • Americans with Disabilities Act (ADA) (disability discrimination + reasonable accommodation)
  • Age Discrimination in Employment Act (ADEA) (age 40+)
  • Plus related rules enforced through the EEO system

Actionable compliance checklist

  • Maintain a consistent hiring process with structured interviews and documented selection criteria.
  • Implement an ADA reasonable accommodation process (interactive dialogue, documentation, confidentiality).
  • Train supervisors on harassment prevention and retaliation risk.

For practical ADA implementation help, see ada hr and employer documentation guidance in ada forms for employers.

To understand the purpose and direction of EEO enforcement, review as it pertains to employment opportunity the eeo strives to.

Workplace safety: OSHA (Occupational Safety and Health Act)

The Occupational Safety and Health Act (OSHA) is a core govt law requiring employers to provide a workplace free from recognized hazards. OSHA compliance often includes:

  • Maintaining safety programs and training
  • Injury and illness recordkeeping (for covered employers)
  • Hazard communication, PPE, and reporting serious incidents (depending on circumstances)

Actionable steps

  • Assign a safety owner and conduct periodic hazard assessments.
  • Document training and corrective actions.
  • Ensure you have required postings and safety communications accessible for employees.

For a broader view of labor compliance topics that intersect with safety, explore employment law topics.

Location-specific laws: posting requirements and state “add-ons”

Even when you’re focused on national laws, the reality is multi-layered: states and cities may require additional wage notices, discrimination posters, paid leave notices, and industry-specific postings.

Actionable step: For each physical location, verify required posters and updates at least annually (and whenever you add a new state, cross a headcount threshold, or a law changes).

SwiftSDS provides jurisdiction pages, including:

Example: Massachusetts posting requirements (state notice “add-ons”)

If you employ workers in Massachusetts, you may need state-specific postings beyond federal law. Common examples include:

A simple compliance workflow HR teams can implement now

When people search “laws laws” or “what are the laws in usa,” they often need a way to operationalize requirements—not just a list. Here’s a workflow that scales:

  1. Identify coverage triggers: headcount thresholds (e.g., FMLA), industry type (agriculture, public sector), and locations.
  2. Standardize core policies aligned to federal law: wage/hour, anti-harassment/EEO, accommodation, safety reporting.
  3. Build role-based training: managers (leave triggers, accommodations, retaliation), payroll (FLSA), safety leads (OSHA).
  4. Post required notices: keep federal and state postings current and accessible (on-site and, where required, electronically).
  5. Audit quarterly: job classifications, overtime, accommodation files, incident logs, and posting updates.

For a worker-rights overview that helps with policy language and culture alignment, see 5 rights of workers.

FAQ: What are the laws in USA (employment-focused)?

What federal law applies to most employers first?

Most employers start with FLSA (wage and hour), EEO/anti-discrimination laws, and OSHA. Then add rules based on size (e.g., FMLA thresholds) and industry.

Do I only need federal postings if I’m a small business?

Not necessarily. Even small employers may need federal postings (like FLSA) and state/local postings depending on where employees work. Use Federal (United States) Posting Requirements plus your state/jurisdiction page (e.g., Florida) to confirm.

If my employees work remotely in different states, which laws govern?

Generally, the employee’s work location drives many state and local requirements (wage rules, paid leave, posting notices). Align your compliance process to each employee’s primary worksite.

SwiftSDS helps HR teams translate “america laws” into trackable workplace requirements—so you can maintain compliant postings, policies, and documentation as federal law and state rules change.