Labor laws evolve constantly. For employers using staffing agencies, staying compliant requires understanding both general employment regulations and the specific rules governing temporary and contingent workers.
The Society for Human Resource Management reports that 67% of employers express concern about keeping pace with changing employment regulations. (Source: SHRM.org)
Working with a reputable staffing agency in Pennsylvania, like Onsite Personnel, helps employers navigate compliance while meeting workforce needs. Here’s what employers should know about labor law compliance in 2026.
Joint Employer Considerations
When using staffing agencies, employers must understand joint employer concepts:
What is joint employment? Joint employment occurs when two entities share control over a worker’s employment conditions. When you use temporary workers from a staffing agency, both your company and the agency may be considered employers for certain purposes.
Why it matters. Joint employer status can affect liability for wage and hour compliance, workplace safety, discrimination claims, and other employment matters. Understanding your responsibilities helps avoid compliance issues.
Best practices. Work with staffing agencies that clearly define responsibilities in service agreements. Understand which party handles payroll, benefits, discipline, and day-to-day supervision. Clear agreements reduce confusion and compliance risk.
Wage and Hour Compliance
Wage and hour laws apply to all workers, including temporary employees:
Minimum wage requirements. Federal minimum wage remains $7.25 per hour, but many states and localities set higher rates. Pennsylvania’s minimum wage is $7.25, while other states in our service area differ. Employers must pay whichever rate is highest. (Source: DOL.gov)
Overtime rules. Non-exempt employees must receive overtime pay (1.5x regular rate) for hours worked over 40 in a workweek. This applies to temporary workers just as it does to permanent employees.
Record keeping. Accurate time records are essential. Whether maintained by the staffing agency or the client employer, records must document hours worked, pay rates, and overtime.
Workplace Safety Responsibilities
OSHA requirements apply to temporary workers:
Shared responsibility. Both staffing agencies and host employers share responsibility for temporary worker safety. OSHA holds both parties accountable for providing safe working conditions.
Training requirements. Temporary workers must receive the same safety training as permanent employees performing similar work. This includes hazard communication, equipment operation, and site-specific safety procedures.
PPE provision. Required personal protective equipment must be provided to temporary workers. Clarify in your staffing agreement whether the agency or your company provides PPE.
Employers in manufacturing, logistics, and food production must be particularly attentive to safety compliance.
Have questions about compliance when using staffing agencies? Contact Onsite Personnel to discuss how we help employers stay compliant.
Anti-Discrimination Protections
Temporary workers receive the same anti-discrimination protections as permanent employees:
Protected characteristics. Federal law prohibits discrimination based on race, color, religion, sex, national origin, age, disability, and genetic information. Many states add additional protected categories.
Equal treatment. Temporary workers must receive equal treatment in hiring decisions, work assignments, and workplace conditions. You cannot request or accept temporary workers based on discriminatory preferences.
Harassment prevention. Temporary workers are protected from harassment. Host employers must include temporary workers in harassment prevention policies and respond appropriately to complaints.
State-Specific Requirements
Different states impose different requirements:
Pennsylvania requires compliance with state wage payment and collection laws, workers’ compensation requirements, and unemployment insurance obligations.
Maryland has specific requirements, including paid sick leave for employers of certain sizes and equal pay provisions.
New Jersey has enacted comprehensive temporary worker protection laws requiring equal pay and benefits for temporary workers performing similar work to permanent employees in certain circumstances.
Ohio follows federal standards in many areas but has specific workers’ compensation and unemployment insurance requirements.
How Staffing Agencies Support Compliance
Reputable staffing agencies help employers maintain compliance:
Payroll and tax handling. Staffing agencies handle payroll processing, tax withholding, and reporting for temporary workers—reducing your administrative burden and compliance risk.
Workers’ compensation coverage. Temporary workers are covered under the staffing agency’s workers’ compensation insurance, though you must still maintain safe workplaces.
Regulatory expertise. Experienced staffing agencies stay current on labor law changes and can advise on compliance requirements specific to temporary workers.
Clear agreements. Quality staffing partnerships include clear service agreements defining responsibilities, reducing confusion about who handles what.
Why Employers Choose Onsite Personnel
Onsite Personnel has helped employers navigate workforce compliance for over 30 years. We understand the regulations affecting temporary staffing, temp-to-hire, and direct hire arrangements across Pennsylvania, Maryland, New Jersey, and Ohio.
Our service agreements clearly define responsibilities. Our processes ensure proper payroll handling, tax compliance, and workers’ compensation coverage. We help you focus on your business while we handle workforce compliance.
Stay Compliant, Stay Focused
Labor law compliance requires attention, but it shouldn’t distract from your core business. Partner with a staffing agency that understands regulations and helps you maintain compliance while meeting your workforce needs.
The right staffing partnership provides not just workers, but peace of mind that employment requirements are being met properly.
Compliant Staffing Solutions
📞 Call: 1-800-281-4705
🌐 Online: onsitepersonnel.com/contact-us
📍 Visit Our Trenton, NJ Location: Staffing Agency in Trenton, NJ
Labor Law Compliance FAQs
What is joint employment?
Joint employment occurs when two entities share control over a worker’s employment conditions. When using staffing agencies, both the agency and client employer may be considered joint employers for certain compliance purposes.
Do wage and hour laws apply to temporary workers?
Yes. Minimum wage requirements, overtime rules, and record-keeping obligations apply to temporary workers just as they do to permanent employees.
Who is responsible for temporary worker safety?
Both staffing agencies and host employers share responsibility. OSHA holds both parties accountable for providing safe working conditions, proper training, and required protective equipment.
Are temporary workers protected from discrimination?
Yes. Temporary workers receive the same anti-discrimination protections as permanent employees. Host employers cannot request or accept workers based on discriminatory preferences.
Do different states have different requirements?
Yes. States vary in minimum wage rates, paid leave requirements, temporary worker protections, and other regulations. Employers must comply with all applicable federal, state, and local requirements.
How do staffing agencies help with compliance?
Staffing agencies handle payroll, tax withholding, workers’ compensation coverage, and stay current on regulatory changes. Clear service agreements define responsibilities between parties.
What should staffing agreements include?
Agreements should clearly define which party handles payroll, benefits, supervision, discipline, safety training, and PPE provision. Clear agreements reduce confusion and compliance risk.
How can Onsite Personnel help with compliance?
Onsite Personnel has navigated workforce compliance for over 30 years. We handle payroll, taxes, and workers’ compensation while providing clear service agreements defining responsibilities across Pennsylvania, Maryland, New Jersey, and Ohio.