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Pennsylvania Requires New Workplace Notice on Veterans’ Benefits

29 Aug

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Update Applicable to:Effective Date
All Employers in Pennsylvania with 50 Full-Time EmployeesJanuary 1, 2026


What happened?

On July 7, 2025, Pennsylvania Governor Josh Shapiro signed House Bill 799 into law as Act No. 31 of 2025, establishing new workplace posting requirements to inform veterans about available benefits and services.


Overview:

The law amends Title 51 (Military Affairs) of the Pennsylvania Consolidated Statutes and applies to employers with more than 50 full-time employees (defined as those working at least 40 hours per week).

  • Covered employers are not required to create their own postings. Instead, the Pennsylvania Department of Labor and Industry will develop a standardized notice, which will be made available on its public website.

Employers must display the posting in a location accessible to employees or may satisfy the requirement by publishing it on an internal website or intranet.

The posting must include:

  • Contact and website information for the Department of Labor and Industry.
  • Details on federal and state benefits and services for veterans and their families.
  • Contact information for the U.S. Department of Veterans Affairs Crisis Line.
  • Contact information for county directors of veterans’ affairs.


Source References

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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