Federal

Which of these is your employer responsible for

January 6, 2026federal-laws

Which of These Is Your Employer Responsible For? (Federal Labor Law Compliance Guide)

If you’re searching “which of these is your employer responsible for” or “which of the following answer options are your employers responsibility,” you’re likely trying to confirm what federal law requires employers to do—especially around wages, workplace safety, discrimination, leave, and required notices. This guide breaks down employer responsibilities vs. which of these is your responsibility as a worker, with practical compliance steps HR teams and business owners can implement immediately.

For a broader overview of federal rules that drive these obligations, see SwiftSDS’s employment legislation list and information for employers.

Employer responsibilities vs. employee responsibilities (the fast distinction)

At a high level:

  • Employers are responsible for: setting compliant policies, paying correctly, maintaining required records, providing legally required notices/posters, ensuring a safe workplace, preventing discrimination/harassment, and administering protected leave properly.
  • Employees are responsible for: following safety rules, accurately reporting time, complying with workplace policies, and reporting hazards/concerns through the appropriate channels.

If you need a worker-focused breakdown, SwiftSDS also summarizes key employee responsibilities.

Core federal employer obligations (what the law expects you to do)

1) Pay wages properly and keep time/pay records (FLSA)

Under the Fair Labor Standards Act (FLSA), employers must comply with federal minimum wage, overtime, and child labor rules and maintain specific payroll/time records. This is often the “correct” choice when a quiz asks “by law your employer must provide” fair pay practices and compliant payroll processes.

Actionable compliance steps

  • Classify workers properly as exempt vs. nonexempt (overtime eligibility).
  • Track hours worked accurately; define “work time” (e.g., donning/doffing, travel time where applicable).
  • Pay overtime correctly (generally 1.5x for hours over 40 in a workweek for nonexempt employees).
  • Keep required payroll records (hours, wages, deductions, etc.).

Required notice/poster

If you’re a public-sector employer, confirm you’re using the correct version: Employee Rights Under the FLSA – State and Local Government.

2) Provide a safe workplace and safety training (OSHA)

Under the Occupational Safety and Health Act (OSH Act), employers must provide a workplace “free from recognized hazards” and comply with OSHA standards applicable to the industry.

One responsibility of the employer is to consider foreseeable hazards (chemical, ergonomic, machine guarding, slips/trips/falls) and take preventive action—not wait for an incident.

Actionable compliance steps

  • Conduct hazard assessments and document corrective actions.
  • Implement written programs where required (e.g., hazard communication, lockout/tagout, respiratory protection—depending on exposures).
  • Train employees in a language and vocabulary they understand.
  • Maintain OSHA injury/illness logs if required by establishment size/industry.

3) Prevent discrimination and provide equal employment opportunity (Title VII, ADA, ADEA)

When the question is “which of these is your employer responsible for” in the context of fairness, hiring, and workplace conduct, the employer’s obligation is to maintain nondiscriminatory practices and respond to complaints promptly and appropriately.

Key federal laws include:

  • Title VII of the Civil Rights Act (race, color, religion, sex, national origin)
  • ADA (Americans with Disabilities Act) (reasonable accommodation, nondiscrimination)
  • ADEA (Age Discrimination in Employment Act) (age 40+ protections)

For deeper HR implementation guidance, see SwiftSDS resources on ada hr and ada forms for employers, plus context on EEO purpose in as it pertains to employment opportunity the eeo strives to.

Actionable compliance steps

  • Maintain written EEO/anti-harassment policies and complaint procedures.
  • Train supervisors on accommodation intake and the interactive process (ADA).
  • Document investigations and remedial actions when complaints arise.
  • Audit job descriptions and essential functions to support ADA compliance.

4) Administer protected leave correctly (FMLA—when applicable)

If your organization is covered by the Family and Medical Leave Act (FMLA), you must provide eligible employees job-protected leave for qualifying reasons and maintain benefits during the leave as required.

Actionable compliance steps

  • Determine coverage (generally 50+ employees within a 75-mile radius, with additional rules).
  • Provide eligibility notices and designation notices on time.
  • Track leave accurately and avoid retaliation/interference claims.

Worker classification matters—especially for nonemployees. If you’re sorting out contractor status and leave, SwiftSDS covers a key nuance in are contractors eligible for fmla.

5) Post required federal (and state) labor law notices

A common “test” question asks which of the following are employers obligated to maintain—and required workplace notices are frequently part of the answer. Employers typically must display applicable posters where employees can readily see them (breakrooms, near time clocks, or via compliant electronic posting where allowed/appropriate).

Start with SwiftSDS’s hub for Federal (United States) Posting Requirements, then confirm state overlays where you operate.

Actionable compliance steps

  • Build a poster inventory by worksite (not just by company).
  • Confirm you have the correct versions for your workforce type (private, agriculture, public sector).
  • Replace posters when agencies update them.

Location-specific examples (state overlays) If you have employees in specific states, your obligations may expand beyond federal posting:

Common “answer options” that are employer responsibility (quick checklist)

If you’re comparing multiple-choice options, the following are typically employers’ obligations under federal labor law (and related compliance frameworks):

  • Paying at least minimum wage and overtime when required (FLSA)
  • Maintaining accurate time and payroll records (FLSA recordkeeping)
  • Keeping the workplace free from recognized hazards; providing safety training (OSH Act)
  • Providing required accommodations and avoiding discrimination (ADA/Title VII/ADEA)
  • Administering job-protected leave when covered (FMLA)
  • Posting required labor law notices (DOL/EEOC/OSHA and applicable state agencies)

For an employee-side comparison of duties (often asked as “which of these is your responsibility as a worker”), pair this article with employee responsibilities and the broader overview 5 rights of workers.

What workers are responsible for (so HR can train and enforce appropriately)

Even though this page focuses on employer responsibilities, it’s helpful to clarify what typically falls on employees so policies align with legal expectations:

  • Follow safety rules and use required PPE
  • Report hazards, injuries, and near misses promptly
  • Accurately report hours worked and follow timekeeping procedures
  • Participate in required training and comply with lawful workplace policies

Employers can (and should) enforce these responsibilities, but enforcement doesn’t replace the employer’s non-delegable duty to comply with federal law.

FAQ: Employer responsibilities under federal labor law

1) By law, what must an employer provide to prove wage compliance?

At minimum, compliant pay practices and required records under the FLSA (hours worked, wages paid, deductions, etc.), and the applicable workplace notice such as Employee Rights Under the Fair Labor Standards Act.

2) Which of the following are employers obligated to maintain: policies, posters, or records?

Often all three, depending on the law. FLSA emphasizes records; OSHA emphasizes safety programs/training and (when applicable) logs; and many federal/state agencies require posters. Use Federal (United States) Posting Requirements to confirm notice obligations.

3) Are employer obligations the same in every state?

No. Federal rules apply broadly, but state posting and wage/hour requirements can add obligations. Confirm requirements where employees work (e.g., Maryland (MD) Labor Law Posting Requirements or Ohio (OH) Labor Law Posting Requirements).

If you want to operationalize these requirements into a site-by-site compliance checklist, start with SwiftSDS’s information for employers and the master employment legislation list to identify which laws apply to your workforce and locations.