Pennsylvania lacks a statewide “right to disconnect” law as of 2025, unlike some international models, leaving work-life balance to general labor protections under the Pennsylvania Department of Labor and Industry. Existing statutes focus on wage, hour, and overtime rules rather than mandating disconnection from after-hours communications.​
Current Labor Framework
Pennsylvania follows the federal Fair Labor Standards Act for overtime (over 40 hours weekly at 1.5x pay) and minimum wage ($7.25/hour), with state supplements for breaks in specific sectors like healthcare. Employers must provide meal breaks for shifts over 5 hours, but no broad right shields employees from off-duty emails or calls.​
Work-Life Proposals
Bills mirroring California’s AB 2751 have stalled nationally, including in Pennsylvania, amid debates on productivity versus burnout; no enacted policy requires disconnection policies. Unions and advocates push for voluntary employer guidelines, emphasizing rest under occupational health standards.​
Key Protections
- Overtime exemptions apply to salaried professionals, but hourly workers gain pay for excess hours.
- Anti-retaliation covers complaints about unsafe conditions or discrimination.
- Remote work falls under at-will employment, allowing termination without cause barring protected categories.
SOURCES
[1](https://www.yahoo.com/news/utility-law-lapse-pa-legislature-112959711.html)
[2](https://www.scconline.com/blog/post/2025/12/10/right-to-disconnect-bill-2025/)
[3](https://www.scribd.com/document/895361750/The-Right-to-Disconnect-Act-2025-Final)
[4](https://www.postercompliance.com/blog/right-to-disconnect/)
[5](https://www.fordharrison.com/are-us-employers-ready-for-a-right-to-disconnect-law)
