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Minimum wage is the lowest hourly pay that employers can legally pay their workers. The Fair Labor Standards Act (FLSA) sets the federal minimum wage, while states and cities may set higher minimum wages.

Overtime pay is additional pay for hours worked over 40 in a workweek. The FLSA mandates at least one-and-a-half times the regular pay rate for overtime hours.

Occupational Safety and Health Act (OSHA) requires employers to maintain a safe working environment to prevent workers from being killed or seriously harmed at work.

Titles VI and VII of the Civil Rights Act prohibit employment discrimination based on race, color, religion, sex, and national origin. The Equal Employment Opportunity Commission (EEOC) enforces these laws.

The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 weeks of unpaid leave for certain family and medical reasons without losing their job or health insurance coverage.

Whistleblower protection laws, such as the Sarbanes-Oxley Act, protect employees who report corporate fraud or violations of securities and exchange laws from retaliation by their employers.

The National Labor Relations Act (NLRA) grants employees the right to form or join unions and engage in collective bargaining with their employers for better terms and conditions at work.

State unemployment insurance programs provide financial assistance to workers who have lost their job through no fault of their own as defined by state law.

Worker's compensation laws ensure that employees who are injured or disabled on the job receive fixed monetary awards, eliminating the need for litigation.

The FLSA does not require breaks or meal periods be given to workers. However, some states have laws for required rest and meal breaks during work hours.

The FLSA sets age, hours, and safety restrictions on the employment of minors to ensure that work does not interfere with their education or health and well-being.

Employee privacy rights refer to the personal information and activities of employees that employers must treat with a certain level of confidentiality, regulated by various federal and state laws.

The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives workers and their families the right to choose to continue group health benefits for limited periods under certain circumstances.

The Pregnancy Discrimination Act (PDA) is an amendment to Title VII of the Civil Rights Act, protecting women from being discriminated against on the basis of pregnancy, childbirth, or related medical conditions.

The INA includes provisions to prevent employment discrimination on the basis of citizenship or nationality and requires employers to verify employee eligibility to work in the United States.

The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to qualified employees or applicants with disabilities, unless doing so would cause undue hardship.

The Age Discrimination in Employment Act (ADEA) protects individuals who are 40 years of age or older from employment discrimination based on age.

The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs do not have to be identical, but they must be substantially equal.

The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System.

The Genetic Information Nondiscrimination Act (GINA) prohibits discrimination on the basis of genetic information in health insurance and employment.

Federal law requires a workplace to be free from harassment based on race, color, religion, sex (including pregnancy), nationality, age (40 or older), disability, or genetic information.

Employers are required to provide a drug-free workplace under the Drug-Free Workplace Act. Employers must create drug-free awareness programs and may be required to take legal action against employees who violate drug-free policies.

The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests, either for pre-employment screening or during the course of employment.

Federal laws protect employees from retaliation, which is a form of discrimination that occurs when an employer punishes an employee for engaging in legally protected activity, such as complaining about discrimination or harassment.

OSHA's Hazard Communication Standard requires employers to inform and train employees about hazardous chemicals they may be exposed to in the workplace.

State laws may grant employees the right to access, review, and sometimes copy their own personnel files held by their employer.

The Consumer Credit Protection Act limits the amount of an employee's earnings that can be garnished and protects the employee from being fired if pay is garnished for any one debt.

The INA, as well as other state and federal laws, provide certain protections to immigrant workers against unfair employment practices, including discrimination, unfair recruitment, and employment abuse.

ERISA regulates employers who offer pension or welfare benefit plans for their employees, providing protection for individuals in these plans.

Employees are protected from retaliation for exercising their rights under OSHA, which includes filing a complaint, participating in an inspection, or reporting a workplace injury.

Some states and localities have enacted laws prohibiting employers from requesting salary history information from job applicants, aiming to address wage disparities.

Under the FLSA, employers are required to provide reasonable break time for an employee to express breast milk for her nursing child for one year after the child's birth.

The NLRA protects the rights of employees to organize, form, join, or assist labor organizations, and to bargain collectively through representatives of their choosing.

Most U.S. states have employment-at-will doctrines, meaning that either the employer or employee may terminate the employment relationship at any time without cause or notice, unless an exception applies.

Employees may not be legally fired from their job for reasons that are discriminatory, in retaliation for legal complaints, or in violation of employment contracts or labor statutes.

The FLSA establishes standards concerning minimum wage, overtime pay, record-keeping, and youth employment, and provides mechanisms for employees to dispute wage and hour violations.

The Migrant and Seasonal Agricultural Worker Protection Act protects migrant and seasonal agricultural workers by establishing employment standards related to wages, housing, transportation, and disclosures.

Employees have a right to privacy concerning their social security number and personal identity information, with employers being required to protect such information from unauthorized access or disclosure.

Federal law provides employees with the right to take leave for jury duty without fear of losing their job or facing employer retaliation for fulfilling their civic duty.