Use this unpaid wages guide to build a clear demand letter for Pittsburgh.
Unpaid Wages Rights in Pittsburgh: A Complete Guide
Pittsburgh's diverse economy, spanning from the healthcare giants of UPMC and Allegheny Health Network to the technology companies in the Strip District, from the universities in Oakland to the manufacturing and service businesses throughout Allegheny County, employs hundreds of thousands of workers who depend on receiving their rightful wages. When employers fail to pay earned wages, overtime, commissions, or other compensation, Pittsburgh workers have strong legal protections under both Pennsylvania and federal law to recover what they are owed. Understanding these rights is essential for any worker in Western Pennsylvania.
Pennsylvania's Wage Payment and Collection Law (WPCL), 43 P.S. Section 260.1 et seq., provides the primary statutory framework protecting workers' right to timely and complete payment of earned wages. This comprehensive law establishes requirements for when wages must be paid, prohibits unauthorized deductions, and provides powerful remedies including liquidated damages and attorney's fees when employers fail to comply. Combined with the federal Fair Labor Standards Act (FLSA) and Pennsylvania's Minimum Wage Act, Pittsburgh workers benefit from multiple layers of wage protection.
Many Pittsburgh workers experience wage violations without fully understanding their legal remedies. Common problems include employers failing to pay final wages upon termination, refusing to pay earned overtime at proper rates, misclassifying employees as independent contractors to avoid wage obligations, making unauthorized deductions from paychecks, and failing to pay promised commissions or bonuses. The city's varied employment landscape means these issues affect workers across industries, from healthcare workers to restaurant employees, from construction workers to office professionals.
This comprehensive guide is designed specifically for Pittsburgh workers seeking to understand and enforce their wage rights. We will examine the specific Pennsylvania and federal statutes that protect you, provide detailed guidance on demanding payment of owed wages, explain the evidence you need to document your claim, identify critical deadlines, and highlight common mistakes that undermine wage claims. The guide addresses the unique resources available to Pittsburgh and Allegheny County workers, including enforcement agencies and courts.
Understanding your wage rights extends beyond individual recovery. When Pittsburgh workers actively enforce wage and hour laws, they contribute to fair labor practices throughout the region and deter employers from engaging in wage theft. Pennsylvania's strong remedies, including potential recovery of liquidated damages equal to the unpaid wages, provide meaningful deterrence against violations.
Pennsylvania and Federal Wage Laws for Pittsburgh Workers
The Pennsylvania Wage Payment and Collection Law (WPCL), codified at 43 P.S. Section 260.1 et seq., establishes fundamental protections for Pennsylvania workers regarding wage payment. This law requires employers to pay all earned wages and prohibits unauthorized deductions. The WPCL defines wages broadly to include all earnings, including salaries, hourly pay, commissions, bonuses, and fringe benefits where payment is promised.
Under the WPCL, employers must notify employees at the time of hiring about their wage rate and the time and place of payment. Wages must be paid at regular intervals not exceeding one month for most employees. When employment ends, whether by discharge or voluntary resignation, all wages earned become due and payable on the next regular payday. There is no requirement for immediate payment upon termination, but the employer cannot withhold earned wages beyond the next scheduled payday.
The WPCL strictly limits employer deductions from wages. Deductions are only permitted when: (1) required by law, such as taxes and court-ordered garnishments; (2) for the convenience of the employee, if authorized in writing and revocable; or (3) allowed by collective bargaining agreement. Unauthorized deductions, such as for cash register shortages, breakage, or uniforms not returned, violate the law. Even where employees cause damage or loss, employers generally cannot deduct from wages.
Pennsylvania's Minimum Wage Act (MWA), 43 P.S. Section 333.101 et seq., establishes the state minimum wage and overtime requirements. Pennsylvania's minimum wage aligns with the federal minimum wage. For overtime, non-exempt employees must receive one and one-half times their regular rate for hours worked exceeding forty in a workweek. The MWA generally follows federal FLSA standards with some variations.
The federal Fair Labor Standards Act (FLSA), 29 U.S.C. Section 201 et seq., provides the baseline for minimum wage and overtime protections applicable to Pittsburgh workers. The FLSA establishes the federal minimum wage and requires overtime pay at one and one-half times the regular rate for hours exceeding forty per week. The FLSA also regulates child labor and establishes recordkeeping requirements. When federal and state law differ, the standard more protective of workers applies.
Worker classification significantly affects wage rights. The distinction between employees and independent contractors determines whether wage laws apply. Pennsylvania uses multiple tests to determine classification, including the degree of control exercised by the employer, the worker's opportunity for profit or loss, and the permanency of the relationship. Misclassification as an independent contractor when a worker is actually an employee violates wage laws and entitles the worker to recover wages that should have been paid.
Remedies under the WPCL are substantial. Employees may recover unpaid wages plus liquidated damages equal to 25% of the wages due if the employer fails to pay within 30 days of the due date. Courts may award attorney's fees and costs to prevailing employees. If an employer's failure to pay is willful, additional penalties may apply. The WPCL provides a private right of action, allowing employees to sue directly without first filing with an agency.
The statute of limitations for WPCL claims is three years from when wages became due. For FLSA claims, the limitation is two years for non-willful violations and three years for willful violations. Pennsylvania workers should act promptly to preserve their claims, as wages owed further in the past may become time-barred.
The Pennsylvania Department of Labor and Industry enforces state wage laws and accepts complaints from workers. The federal Wage and Hour Division of the Department of Labor enforces the FLSA. Pittsburgh workers have multiple avenues for pursuing claims, including administrative complaints and private lawsuits.
Step-by-Step Guide to Unpaid Wages Demand Letters in Pittsburgh
Before taking any formal action, gather comprehensive documentation of your employment and wages. Collect pay stubs showing wages paid, hours worked, and any deductions. Keep copies of your employment offer letter, wage agreements, commission structures, and any written promises of bonuses. Maintain records of your actual hours worked, including any overtime. If you were classified as an independent contractor, gather evidence relevant to your actual working relationship.
Determine precisely how much the employer owes you. Calculate unpaid regular wages, including any final paycheck not received. Calculate unpaid overtime by identifying weeks where you worked over forty hours and applying the proper overtime rate (one and one-half times regular rate). Add any unpaid commissions, bonuses, or other promised compensation. If applicable, calculate the 25% liquidated damages available under the WPCL. Be precise in your calculations.
Evaluate whether you were properly classified as an employee or independent contractor. If you were classified as an independent contractor but your work arrangement actually made you an employee under the law, you may be entitled to wages, overtime, and benefits that were not provided. Consider factors like employer control over your work, whether you set your own schedule, whether you provided your own tools, and the permanency of the arrangement.
Determine the proper legal name of your employer. The name on your paycheck or the name you know informally may differ from the registered business entity. Search the Pennsylvania Department of State's business database to confirm the correct legal name. For wage claims, you may be able to pursue both the business entity and individual owners or managers who made decisions about wage payment.
Before sending a formal demand letter, consider contacting your employer to request payment. Some wage issues result from administrative errors that employers will correct when brought to their attention. Document your informal request and the employer's response. If informal resolution fails, you have demonstrated good faith effort that courts view favorably.
Prepare a professional demand letter citing Pennsylvania's Wage Payment and Collection Law (WPCL), 43 P.S. Section 260.1 et seq. Include your name, employment dates, position, and normal wage rate. Clearly state the amount owed, broken down by category (regular wages, overtime, commissions, etc.). Reference the applicable legal provisions and remedies including liquidated damages and attorney's fees.
In your demand letter, explain why the employer's failure to pay violates Pennsylvania law. Cite specific WPCL provisions regarding payment of wages upon termination, prohibition of unauthorized deductions, or other applicable requirements. If your claim includes overtime, reference both the WPCL and FLSA overtime requirements. Be specific about which laws apply to each element of your claim.
Provide a clear breakdown of the total amount demanded. Show regular wages owed, overtime owed (with hours and rate calculations), any commissions or bonuses due, and the 25% liquidated damages under the WPCL for wages not paid within thirty days of the due date. Reference that attorney's fees and costs may be added if litigation becomes necessary.
Provide a specific deadline for the employer to pay the owed wages, typically fourteen to twenty-one days from receipt of your letter. State clearly that failure to pay by the deadline will result in you pursuing all available legal remedies, including filing a wage claim with the Pennsylvania Department of Labor and Industry and/or filing suit in Allegheny County courts.
Mention that you are prepared to file a complaint with the Pennsylvania Department of Labor and Industry, Bureau of Labor Law Compliance if payment is not received. You may also reference the federal Wage and Hour Division if FLSA claims are involved. These agencies investigate wage complaints and can pursue enforcement actions against violating employers.
Send your demand letter via USPS Certified Mail with Return Receipt Requested. This creates proof of delivery admissible in court. Keep the certified mail receipt and the green return receipt card when it returns. Also consider sending a copy via email to the employer's HR department or management. Keep copies of everything you send.
After sending your demand, track the deadline you set. If the employer pays in full, document the payment and retain your records. If they offer partial payment or dispute your claim, evaluate whether negotiation may resolve the matter. If they do not respond or refuse to pay, proceed with filing a complaint with the Pennsylvania Department of Labor and Industry and/or filing suit in Allegheny County courts.
Essential Evidence for Pittsburgh Unpaid Wage Claims
Employment Documentation establishes your employment relationship and wage terms. Keep your offer letter, employment contract, or any written documentation of your hire. Retain employee handbooks that describe wage policies, overtime rules, and payment schedules. If you received any written communications about wages, bonuses, or commissions, preserve these. This documentation proves what your employer agreed to pay.
Pay Stubs and Wage Statements are critical evidence of what was paid versus what was owed. Pennsylvania law requires employers to provide wage statements showing hours worked, wages earned, and deductions taken. Keep all pay stubs from your employment. Compare them against your actual hours worked to identify discrepancies. Note any unauthorized or unexplained deductions.
Time Records document the hours you actually worked. If your employer maintained time sheets, clock-in records, or electronic timekeeping, request copies of your records. Keep your own contemporaneous log of hours worked, especially if you worked overtime. Note start times, end times, and meal breaks for each workday. If you worked off-the-clock time, document this carefully with as much detail as possible.
OvertimeDocumentation is essential for overtime claims. Identify each workweek where you worked more than forty hours. Calculate the overtime hours and the rate that should have been paid (one and one-half times your regular rate). Note whether your pay stubs reflect proper overtime payment. If the employer claimed you were overtime-exempt, gather evidence about your actual job duties to evaluate whether the exemption properly applies.
Commission and Bonus Agreements prove entitlement to incentive compensation. Keep any written commission plans, bonus structures, or agreements regarding variable pay. Document the sales, performance metrics, or other triggers that should have resulted in commission or bonus payments. Calculate what you should have earned under the applicable plan. If the employer has records of your performance relevant to incentive pay, request copies.
Email and Written Communications with employers can prove wage agreements, work assignments, and employer acknowledgments of amounts owed. Save emails discussing your pay rate, hours worked, overtime, or any payment issues. Communications where the employer admits owing wages or promises to pay are particularly valuable. Screenshot text messages and save them securely.
Independent Contractor Classification Evidence is relevant if you were classified as a contractor but believe you were actually an employee. Gather evidence showing the degree of employer control, such as required schedules, mandatory meetings, employer-provided equipment, and restrictions on other work. Document whether you worked exclusively for one company, whether the relationship was ongoing, and other factors relevant to classification.
Bank Records and Payment Documentation show what the employer actually paid. Bank statements reflecting direct deposits or check payments help establish payment history. If the employer claims to have paid wages you say were not received, bank records can resolve the discrepancy. These records also help calculate the total owed when pay stubs are incomplete.
Witness Information from coworkers who can corroborate your claims adds credibility. Colleagues who worked similar hours, experienced similar wage issues, or witnessed relevant conversations can provide supporting statements. Collect names and contact information of potential witnesses. Class or collective action may be possible if multiple workers experienced similar violations.
Organize all evidence chronologically and maintain both physical and digital copies. Create a clear timeline of your employment, wage issues, and any communications about the dispute. This organized approach strengthens your case whether you pursue administrative complaint, negotiation, or litigation.
Critical Deadlines for Unpaid Wages in Pennsylvania
WPCL Statute of Limitations is three years from when wages became due under the Pennsylvania Wage Payment and Collection Law. This means you can recover unpaid wages that became due within the three years preceding your claim. Wages owed more than three years ago may be time-barred. Calculate when each wage payment became due (typically the next regular payday after work was performed) to determine what is recoverable.
FLSA Statute of Limitations is two years for non-willful violations and three years for willful violations under the federal Fair Labor Standards Act. A willful violation occurs when the employer knew or showed reckless disregard for whether its conduct violated the law. For overtime claims under the FLSA, this federal limitation period applies. The three-year willful violation period may allow recovery of older unpaid overtime if you can demonstrate employer knowledge.
Wages Due Upon Termination must be paid by the next regular payday under the WPCL. When your employment ends, whether by termination or resignation, all earned wages become due on the next regularly scheduled payday. The employer cannot delay payment beyond this date. If the next payday passes without payment, the employer has violated the law and liquidated damages begin to accrue.
Liquidated Damages Accrual begins thirty days after wages become due and payable under 43 P.S. Section 260.10. If an employer fails to pay wages within thirty days of the due date, the employee becomes entitled to liquidated damages of 25% of the unpaid wages. This creates significant additional liability for employers who delay payment.
Demand Letter Response Period should be reasonable, typically fourteen to twenty-one days. Set a specific deadline in your demand letter. If the employer needs time to investigate or process payment, brief extensions may be warranted, but get any agreement in writing. Do not let excessive delays eat into your statute of limitations.
Department of Labor Complaint Filing should occur promptly if you choose the administrative route. While there is no strict deadline short of the statute of limitations, filing promptly while evidence is fresh and witnesses are available strengthens your case. The Pennsylvania Department of Labor and Industry, Bureau of Labor Law Compliance investigates wage complaints.
Court Filing Deadlines are governed by the applicable statute of limitations. For WPCL claims, you have three years. For FLSA claims, two or three years depending on willfulness. File before these periods expire. For claims up to twelve thousand dollars, file in Allegheny County's Magisterial District Courts. For larger claims, file in the Court of Common Pleas.
Recordkeeping Requirements obligate employers to maintain payroll records for specified periods. Under the FLSA, employers must keep records for three years. Pennsylvania law has similar requirements. If you request your records and the employer cannot produce them, this may support your claims and shift burdens in litigation.
Continuing Violations may extend limitations periods. If an employer's wage practices constitute ongoing violations affecting multiple pay periods, each violation may restart the clock. For example, an employer who consistently fails to pay overtime creates new violations each pay period. This can extend the recovery period for ongoing practices.
Common Mistakes to Avoid in Pittsburgh Unpaid Wage Claims
Failing to Keep Personal Time Records is a critical error. Many employees rely solely on employer records, which may be inaccurate or unavailable. Keep your own log of hours worked, especially overtime and off-the-clock time. If your records conflict with employer records, courts will evaluate credibility. Your contemporaneous notes can be powerful evidence.
Not Preserving Evidence Until the Claim is Fully Resolved can be devastating. Keep all employment documents, pay stubs, time records, and communications until your claim is fully resolved, including any appeals. Do not delete emails or discard documents just because time has passed. Evidence you think is unimportant may become crucial.
Misunderstanding Independent Contractor Status leads to forfeited claims. If you were classified as an independent contractor but your work arrangement actually made you an employee, you may be entitled to wages, overtime, and benefits. Evaluate your actual working relationship against the legal tests. Misclassification is a common employer tactic to avoid wage obligations.
Missing Statute of Limitations Deadlines bars recovery. The three-year WPCL limitation and two/three-year FLSA limitations are strictly enforced. Each pay period when wages were owed has its own deadline. Waiting too long to pursue your claim can result in losing the right to recover older unpaid wages. Act promptly.
Accepting Informal Promises to Pay Later without documentation allows employers to delay indefinitely. If your employer acknowledges owing wages but asks for time to pay, get the agreement in writing specifying the amount owed and payment date. Verbal promises are difficult to enforce and may be forgotten or denied.
Not Calculating Overtime Correctly undermines claims. Overtime under the FLSA and Pennsylvania law is based on hours worked over forty in a workweek, not over eight in a day. The overtime rate is one and one-half times the regular rate, which may include certain bonuses and shift differentials. Calculate your overtime carefully using the correct methods.
Failing to Include Liquidated Damages in Your Demand undervalues your claim. The WPCL provides for 25% liquidated damages on wages not paid within thirty days of the due date. This is in addition to the wages themselves. Include liquidated damages in your demand to recover your full legal entitlement.
Not Pursuing Claims Because Amounts Seem Small allows wage theft to continue. Even smaller amounts of unpaid wages are recoverable, and the WPCL's liquidated damages and attorney's fees provisions make pursuing smaller claims worthwhile. Filing also creates a record that may help other workers facing similar violations.
Signing Releases Without Understanding Their Effect can forfeit wage claims. Some employers ask departing employees to sign releases or separation agreements waiving claims. Understand what you are signing. Consult an attorney before signing any release if you believe you are owed wages. Some waivers may be unenforceable.
Not Seeking Legal Assistance for Complex Claims may result in poor outcomes. Wage claims involving overtime exemption disputes, misclassification, or complex compensation structures benefit from legal expertise. Employment attorneys often take wage cases on contingency, making representation accessible regardless of your financial situation.
Frequently Asked Questions About Unpaid Wages in Pittsburgh
Under Pennsylvania's Wage Payment and Collection Law (WPCL), when your employment ends, whether by termination or resignation, all earned wages become due and payable on the next regular payday. There is no requirement for immediate payment on your last day, but the employer cannot delay beyond the next scheduled payday. If your employer misses this deadline, you become entitled to the unpaid wages plus 25% liquidated damages.
For claims under Pennsylvania's WPCL, the statute of limitations is three years from when wages became due. For federal FLSA claims, particularly overtime claims, the limitation is two years for non-willful violations and three years for willful violations. Act promptly to preserve your full claim, as wages owed beyond these periods may be unrecoverable.
Generally, no. Pennsylvania's WPCL strictly limits deductions to those required by law (taxes, garnishments), authorized in writing by the employee for the employee's convenience, or permitted by collective bargaining agreement. Employers cannot deduct for cash register shortages, breakage, damage to equipment, or similar losses, even if the employee was at fault. Such deductions violate Pennsylvania law.
If you were classified as an independent contractor but your actual work arrangement made you an employee under the law, you may be entitled to unpaid wages, overtime, and benefits that were not provided. Pennsylvania and federal law use multiple factors to determine classification, including employer control over your work, your schedule, tools used, and the permanency of the relationship. Misclassification is a common wage violation.
Under the WPCL, you can recover the full amount of unpaid wages plus liquidated damages of 25% if wages were not paid within thirty days of the due date. Courts may also award attorney's fees and costs. For overtime claims under the FLSA, you may recover the unpaid overtime plus an equal amount as liquidated damages unless the employer shows good faith. Total recovery can significantly exceed the base wages owed.
You have multiple options. File a complaint with the Pennsylvania Department of Labor and Industry, Bureau of Labor Law Compliance for state law violations. For federal overtime and minimum wage violations, file with the federal Wage and Hour Division of the Department of Labor. You can also file a private lawsuit in Allegheny County courts. For claims up to twelve thousand dollars, Magisterial District Courts handle wage claims.
Most hourly employees and many salaried employees are entitled to overtime pay at one and one-half times their regular rate for hours worked exceeding forty in a workweek. However, certain employees are exempt from overtime requirements, including bona fide executive, administrative, and professional employees meeting specific criteria. Whether you are properly classified as exempt depends on your actual job duties and salary level, not just your job title.
Yes, if commissions or bonuses were promised as part of your compensation and you earned them under the applicable plan, they are wages under the WPCL. Employers cannot refuse to pay earned commissions or bonuses simply because you left employment. Your right to this compensation depends on the terms of the commission or bonus plan. Document the plan terms and your performance meeting the requirements.
What to Expect When Settling Unpaid Wage Disputes in Pittsburgh
Settlement expectations in Pittsburgh unpaid wage cases depend on the strength of your documentation, the clarity of the legal violation, the amount at stake, and the employer's willingness to resolve disputes. Understanding realistic outcomes helps you evaluate settlement offers and negotiate effectively for appropriate compensation.
Many wage disputes settle after a well-crafted demand letter demonstrates the employee's understanding of Pennsylvania law and readiness to pursue legal remedies. Employers often prefer settling rather than facing administrative investigation, litigation, potential liquidated damages, and attorney fee liability. The WPCL's fee-shifting provision, which allows prevailing employees to recover attorney's fees, increases employer exposure and incentivizes settlement.
For straightforward unpaid wage claims with clear documentation, settlement should approach or equal the full wages owed plus applicable liquidated damages. When an employer clearly failed to pay earned wages and the amount is readily calculable, there is little basis for the employer to negotiate downward significantly. Your demand should include both the base wages and the 25% WPCL liquidated damages.
Overtime claims may involve more complex negotiations, particularly if the employer disputes hours worked or claims you were exempt from overtime requirements. If your records differ from employer records, settlement may reflect uncertainty about provable hours. If the employer claims an exemption applied, evaluate the legal strength of that position. Settlements in disputed overtime cases may fall between the parties' positions.
Misclassification claims, where you were treated as an independent contractor but should have been an employee, often involve substantial amounts if the arrangement continued for an extended period. These claims may include back wages, unpaid overtime, and potentially benefits that should have been provided. Employers facing misclassification liability may be motivated to settle rather than defend extended litigation.
The potential for class or collective action may influence settlement dynamics. If multiple workers experienced similar wage violations, an employer facing potential class liability has strong incentive to resolve individual claims quietly. Conversely, individual settlements may include confidentiality provisions the employer values. Consider this leverage in negotiations.
Attorney involvement often changes settlement dynamics. When employees are represented by counsel, employers take claims more seriously and may increase settlement offers to avoid the additional costs of litigation. Many employment attorneys take wage cases on contingency, making representation accessible. The attorney's fees you may recover if you prevail make representation economically feasible for meritorious claims.
Settlement agreements should be documented in writing, specifying the amount to be paid, payment timing, and what claims are being released. Ensure the agreement covers all wages owed and does not release future claims for ongoing violations. Consider tax implications of settlement payments. Have an attorney review significant settlements before signing.
Pittsburgh Unpaid Wages Resources and Contacts
Pennsylvania Department of Labor and Industry, Bureau of Labor Law Compliance enforces Pennsylvania's wage and hour laws, including the Wage Payment and Collection Law and Minimum Wage Act. File complaints about unpaid wages, illegal deductions, and other state law violations. Contact the Bureau at 717-787-4671 or file online at the Department of Labor and Industry website. The Bureau investigates complaints and can pursue enforcement actions.
U.S. Department of Labor, Wage and Hour Division enforces federal wage laws including the Fair Labor Standards Act. File complaints about minimum wage, overtime, and misclassification violations under federal law. The Pittsburgh area is served by the Philadelphia District Office. Contact the Wage and Hour Division at 1-866-487-9243 or file a complaint online.
Allegheny County Magisterial District Courts handle civil claims up to twelve thousand dollars, including wage claims. Multiple district courts serve different areas of Pittsburgh and Allegheny County. Filing fees are modest. The process is designed for self-representation. Locate the appropriate court based on where your employer is located or where you performed work.
Allegheny County Court of Common Pleas handles wage claims exceeding twelve thousand dollars and complex matters. The Civil Division follows Pennsylvania Rules of Civil Procedure. For substantial wage claims or cases requiring full litigation procedures, this is the appropriate venue. The courthouse is located in Downtown Pittsburgh.
Neighborhood Legal Services provides free civil legal assistance to eligible low-income residents of Allegheny County. They handle employment matters including wage claims for qualifying clients. Contact their intake line at 412-255-6700 to determine eligibility and schedule an appointment.
Allegheny County Bar Association Lawyer Referral Service connects residents with attorneys handling employment and wage matters. Many employment attorneys offer free initial consultations and take wage cases on contingency. Call 412-261-5555 for a referral.
Pittsburgh Employment Attorneys handle wage and hour claims throughout the region. Given the WPCL's provision for attorney's fees in successful wage claims, finding representation for meritorious cases is often feasible. Search for employment attorneys with experience in wage claims. Many offer free consultations.
Pennsylvania AFL-CIO and local labor unions may provide resources and referrals for workers facing wage theft. Union members should contact their union representative about wage issues. Non-union workers can still access information and referrals through labor organizations.
Community organizations such as the Pittsburgh Worker Center advocate for workers' rights and may provide assistance navigating wage claims. These organizations often know the local employment law landscape and can connect workers with appropriate resources.
The Wage War Playbook
Know the Deadlines
Most states give employers a limited time to fix wage violations. Know your state's laws.
Document the Theft
Timesheets, emails, texts, promises… gather every shred of evidence.
Calculate *Everything*
Regular hours, overtime, breaks, commissions. Don't let them shortchange you a single cent.
Your Paycheck's Bill of Rights
Many states have serious penalties for wage theft, including double or triple damages. Know your rights.
Pennsylvania Unpaid Wages Laws
Applicable Laws
- Pennsylvania Wage Payment and Collection Law
- Pennsylvania Minimum Wage Act
- 43 P.S. § 260.1 to 260.12
Small Claims Limit
$12,000
Consumer Protection Agency
Pennsylvania Department of Labor and Industry
Wage War FAQ
When should I send a demand letter?
The moment they miss a payment or short your check. Don't let it slide - delays can hurt your claim.
What if they retaliate?
Retaliation for wage complaints is illegal in most states. Document everything and consider filing with your state labor board.
Can I recover unpaid overtime?
Yes. If you worked over 40 hours/week and weren't paid time-and-a-half, you may recover the unpaid amount plus penalties.
What about my final paycheck?
Most states require final paychecks within days of termination. Late payment often triggers automatic penalties.
How far back can I claim unpaid wages?
Typically 2-3 years for federal claims, but state laws vary. Some states allow claims going back further.
Do I need to prove my hours?
Any evidence helps: timecards, emails with timestamps, text messages, witness statements, or reconstructed schedules.
Can I file anonymously?
Not typically, but there are strong anti-retaliation protections. Some claims through labor boards offer more privacy than lawsuits.
About FreeDemandLetter
FreeDemandLetter provides free, AI-powered demand letter generation with location-specific legal citations. Our content is reviewed by subject matter specialists and regularly updated to reflect current laws. We help thousands of people resolve disputes effectively—but we're not lawyers, and this isn't legal advice. For complex situations, consult a licensed attorney in your jurisdiction.