Pennsylvania Termination Laws 2026: Wrongful Termination, Final Pay & WARN Act
⚠️Informational only — not legal or tax advice.
Last Updated: March, 2026
Last Reviewed: March, 2026
Applicable Period: 2026
Jurisdiction: State of Pennsylvania, United States
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter
Table of Contents
- Introduction
- Quick Reference — Pennsylvania Termination Law Snapshot
- At-Will Employment in Pennsylvania
- Wrongful Termination in Pennsylvania
- Final Paycheck Laws in Pennsylvania
- Severance Pay Laws in Pennsylvania
- WARN Act and Mass Layoff Laws in Pennsylvania
- Retaliation and Whistleblower Protections in Pennsylvania
- Constructive Discharge in Pennsylvania
- Notice Requirements in Pennsylvania
- How to File a Termination Complaint in Pennsylvania
- Frequently Asked Questions
- Sources and Verification Log
Introduction
Pennsylvania is an at-will employment state. Pennsylvania law provides certain protections governing wrongful termination, final paycheck deadlines, and employer obligations during mass layoffs, though the commonwealth relies primarily on federal baseline protections supplemented by the Pennsylvania Human Relations Act (PHRA), 43 P.S. §§ 951–963. Pennsylvania does not have a state-level WARN Act; the federal Worker Adjustment and Retraining Notification (WARN) Act, 29 U.S.C. § 2101 et seq., applies to covered employers in Pennsylvania. At the federal level, protections under Title VII, the ADA, the ADEA, the WARN Act, and the Family and Medical Leave Act (FMLA) apply to Pennsylvania employees. This page compiles current termination law requirements from the Pennsylvania Department of Labor & Industry and the U.S. Department of Labor.
Quick Reference — Pennsylvania Termination Law Snapshot
| Pennsylvania | |
|---|---|
| Category | Pennsylvania |
| Employment Doctrine | At-Will |
| At-Will Exceptions Recognized | Public Policy; Implied Contract |
| Final Paycheck — Involuntary Termination | Next scheduled payday |
| Final Paycheck — Voluntary Resignation | Next scheduled payday |
| PTO Payout Required at Termination | No — only if employer policy or contract requires it |
| State WARN Act (Mini-WARN) | No (Federal WARN only) |
| State WARN Threshold | N/A — Federal: 100 employees |
| State WARN Notice Period | N/A — Federal: 60 days |
| Severance Pay Required by State Law | No |
| State Whistleblower Statute | 43 P.S. §§ 1421–1428 (public-sector and publicly funded employers only) |
| Service Letter Law | No |
| Filing Agency for Termination Claims | Pennsylvania Human Relations Commission (PHRC); EEOC |
| Information Current As Of | March 2025 |
Sources: Pennsylvania Department of Labor & Industry — https://www.pa.gov/agencies/dli · Pennsylvania Human Relations Commission — https://www.pa.gov/agencies/phrc · U.S. Department of Labor — https://www.dol.gov/general/topic/termination
At-Will Employment in Pennsylvania
Is Pennsylvania an At-Will Employment State?
Pennsylvania follows the at-will employment doctrine. Either the employer or the employee may end the employment relationship at any time, for any lawful reason, or for no reason at all, as confirmed by the Pennsylvania Department of Community & Economic Development. https://dced.pa.gov/business-assistance/international/trade/labor-workforce/ Employment is presumed to be at-will when no contract specifies the duration or terms of the relationship.
Exceptions to At-Will Employment in Pennsylvania
Pennsylvania courts recognize a narrow set of exceptions to the at-will doctrine. Only exceptions with a clear statutory or case-law foundation in Pennsylvania are listed below.
Public Policy Exception — Pennsylvania recognizes the public policy exception, applied narrowly. Termination is unlawful when it violates a clear mandate of Pennsylvania public policy. The exception was established in Geary v. United States Steel Corp., 319 A.2d 174 (Pa. 1974). Documented applications include termination for filing a workers’ compensation claim (Shick v. Shirey, 716 A.2d 1231 (Pa. 1998)); refusing to commit an illegal act; serving on a jury; and filing an unemployment compensation claim. Pennsylvania courts require that the implicated policy be a policy of the Commonwealth of Pennsylvania, not solely a federal interest. McLaughlin v. GastroIntestinal Specialists, 750 A.2d 283 (Pa. 2000).
Implied Contract Exception — Pennsylvania recognizes the implied contract exception in limited circumstances. Employment handbooks, written policies, or employer statements may form an implied contract if a reasonable person in the employee’s position would understand that employment is conditioned on cause-based discharge. Handbooks containing explicit at-will disclaimers will not form an implied contract. Luteran v. Loral Fairchild Corp., 455 Pa. Super. 364 (1997).
Covenant of Good Faith and Fair Dealing — Pennsylvania does not recognize this doctrine as an exception to at-will employment. Fraser v. Nationwide Mut. Ins. Co., 352 F.3d 107 (3d Cir. 2003).
| At-Will Exception | Recognized in Pennsylvania? | Legal Basis |
|---|---|---|
| Public Policy | Yes (narrowly applied) | Geary v. U.S. Steel Corp., 319 A.2d 174 (Pa. 1974); Shick v. Shirey, 716 A.2d 1231 (Pa. 1998) |
| Implied Contract | Yes (limited) | Luteran v. Loral Fairchild Corp., 455 Pa. Super. 364 (1997) |
| Good Faith & Fair Dealing | No | Fraser v. Nationwide Mut. Ins. Co., 352 F.3d 107 (3d Cir. 2003) |
Wrongful Termination in Pennsylvania
What Constitutes Wrongful Termination in Pennsylvania?
Wrongful termination in Pennsylvania occurs when an employer terminates an employee in violation of federal or state law, public policy, or an employment contract.
Federal Protected Classes apply to all Pennsylvania workplaces at the applicable employer size thresholds: race, color, national origin, sex, religion (Title VII — 15+ employees); age 40+ (ADEA — 20+ employees); disability (ADA — 15+ employees); pregnancy (PDA — 15+ employees); genetic information (GINA — 15+ employees). https://www.eeoc.gov/discrimination-type
Pennsylvania Human Relations Act (PHRA), 43 P.S. §§ 951–963 prohibits employment discrimination based on race (including traits associated with race such as hair texture and protective hairstyles, per the C.R.O.W.N. Act signed November 25, 2025), color, religious creed, ancestry, age (40+), sex (including pregnancy status, gender identity or expression, affectional or sexual orientation), national origin, disability, and use of support or guide animals because of disability. https://www.pa.gov/agencies/phrc/legal-resources/policy-and-law · https://www.pa.gov/agencies/phrc/phrc-news—information/newsroom/the-phrc-releases-statement-affirming-anti-discrimination-protec
The PHRA is administered by the Pennsylvania Human Relations Commission (PHRC) and covers employers with 4 or more employees — a lower threshold than most federal statutes. https://www.pa.gov/agencies/phrc/programs-and-services/file-a-complaint/employment-discrimination-complaint
| Statute of Limitations for Wrongful Termination Claims in Pennsylvania | ||
|---|---|---|
| Claim Type | Time Limit | Filing Agency |
| PHRA discrimination | 180 days from adverse action | PHRC — https://www.pa.gov/agencies/phrc/programs-and-services/file-a-complaint |
| Federal discrimination (Title VII, ADA, ADEA) | 300 days (Pennsylvania is a deferral state) | EEOC — https://www.eeoc.gov/filing-charge-discrimination |
| Public policy tort | 2 years | Pennsylvania Court of Common Pleas |
| Breach of implied contract | 2–4 years depending on contract type | Pennsylvania Court of Common Pleas |
| Whistleblower Law retaliation (public employers) | 180 days | Court of Common Pleas, per 43 P.S. § 1424 |
Pennsylvania is a deferral state. The PHRC and EEOC operate under a work-sharing agreement: filing with one agency cross-files with the other. https://www.eeoc.gov/time-limits-filing-charge · https://www.pa.gov/agencies/phrc/programs-and-services/file-a-complaint
Final Paycheck Laws in Pennsylvania
This section is based on the Pennsylvania Wage Payment and Collection Law (WPCL), Act of July 14, 1961, P.L. 637, No. 329, enforced by the Pennsylvania Department of Labor & Industry Bureau of Labor Law Compliance. https://www.pa.gov/services/dli/file-a-wage-payment-and-collection-complaint · https://www.pa.gov/agencies/dli/resources/compliance-laws-and-regulations/labor-management-relations/labor-law-compliance
| Types of Employment Separation in Pennsylvania | ||
|---|---|---|
| Separation Type | Final Pay Impact | Unemployment Eligibility |
| Fired / Discharged | Next scheduled payday | Generally eligible unless terminated for willful misconduct |
| Laid Off / Reduction in Force | Next scheduled payday | Generally eligible |
| Voluntary Resignation | Next scheduled payday | Generally not eligible; exceptions for necessitous and compelling reasons |
| Constructive Discharge | Treated as involuntary termination | May be eligible |
When Is the Final Paycheck Due in Pennsylvania?
Under the WPCL, when employment ends for any reason — termination, layoff, or resignation — all earned wages must be paid by the next regularly scheduled payday. https://www.pa.gov/agencies/dli/resources/compliance-laws-and-regulations/labor-management-relations/pennsylvania-s-minimum-wage-act/wage-faqs
| Final Paycheck Deadlines in Pennsylvania | ||
|---|---|---|
| Termination Type | Final Paycheck Deadline | Citation |
| Involuntary termination (fired / laid off) | Next scheduled payday | 43 P.S. § 260.5; WPCL |
| Voluntary resignation | Next scheduled payday | 43 P.S. § 260.5; WPCL |
| Mutual agreement / end of contract | Next scheduled payday | 43 P.S. § 260.5; WPCL |
The gap between the end of a pay period and payday must not exceed the time specified in a written contract, the standard time-lapse customary in the trade, or 15 days, whichever is applicable. https://www.dli.pa.gov/Individuals/Labor-Management-Relations/llc/Pages/Wage-Payment.aspx
What Must Be Included in the Final Paycheck?
The final paycheck must include all earned wages through the last day of work, accrued overtime, and commissions or bonuses earned under the terms of a compensation agreement. Deductions not authorized in writing by the employee or by law — such as charges for damaged property — are not permitted under the WPCL. https://www.pa.gov/services/dli/file-a-wage-payment-and-collection-complaint
PTO and Vacation Payout at Termination in Pennsylvania
Pennsylvania does not require employers to pay out accrued unused vacation or PTO at termination. Vacation pay and PTO are not wages under the WPCL unless the employer has a policy or contract promising payment. Where such a policy exists, the employer must follow its own stated terms. Pennsylvania law does not prohibit use-it-or-lose-it PTO policies. https://www.pa.gov/agencies/dli/resources/compliance-laws-and-regulations/labor-management-relations/pennsylvania-s-minimum-wage-act/wage-faqs
Penalties for Late Final Paycheck in Pennsylvania
Under 43 P.S. § 260.10, an employer that fails to pay earned wages is subject to liquidated damages of 25% of the unpaid wages or $500, whichever is greater, for failure to pay within 30 days of the regularly scheduled payday or within 30 days of the date payment was demanded. Attorney’s fees are recoverable under 43 P.S. § 260.9a. The statute of limitations for WPCL wage claims is 2 years from the date the work was performed. Wage claims are filed with the Bureau of Labor Law Compliance at https://www.pa.gov/services/dli/file-a-wage-payment-and-collection-complaint.
Severance Pay Laws in Pennsylvania
Does Pennsylvania Require Severance Pay?
Pennsylvania does not require employers to provide severance pay upon termination. No Pennsylvania statute and no federal law mandates severance pay. https://www.pa.gov/agencies/dli/resources/compliance-laws-and-regulations/labor-management-relations/pennsylvania-s-minimum-wage-act/wage-faqs Severance is governed by the employer’s own policy, employment contract, or collective bargaining agreement. Where an employer has an established severance policy, the WPCL may make that policy enforceable as a promised fringe benefit.
Under the Older Workers Benefit Protection Act (OWBPA), 29 U.S.C. § 626(f), a severance agreement waiving age discrimination claims by an employee age 40 or older must provide: at least 21 days to consider the agreement (45 days for group layoffs); a 7-day revocation period after signing; and written advice to consult an attorney prior to signing. https://www.eeoc.gov/laws/types/age_discrimination.cfm Pennsylvania has no separate statute governing severance agreement requirements.
WARN Act and Mass Layoff Laws in Pennsylvania
Federal WARN Act Requirements
The federal WARN Act, 29 U.S.C. § 2101 et seq., requires employers with 100 or more full-time employees to provide at least 60 calendar days’ advance written notice before a plant closing or mass layoff. Notice goes to affected workers or their representative, to the Pennsylvania Department of Labor & Industry as the state dislocated worker unit, and to the chief elected official of the applicable local government. https://www.pa.gov/agencies/dli/programs-services/workforce-development-home/warn-requirements · https://www.pa.gov/services/dli/submit-a-worker-adjustment-and-retraining-notification–warn–no
| Federal WARN Trigger Thresholds | |
|---|---|
| Trigger | Federal Threshold |
| Plant closing | 50+ employees losing employment at a single site within 30 days |
| Mass layoff | 500+ employees, OR 50–499 employees comprising at least 33% of the active workforce |
| Employer coverage | 100+ full-time employees |
WARN exceptions: faltering company (plant closings only); unforeseeable business circumstances; natural disaster. Exceptions require providing notice as soon as practicable. An employer violating WARN is liable to each affected employee for back pay and benefits for each day of the violation, up to 60 days, plus a civil penalty of up to $500 per day for failure to notify the required local government unit. https://www.pa.gov/agencies/dli/programs-services/workforce-development-home/warn-requirements · https://www.dol.gov/agencies/eta/layoffs/warn
Pennsylvania State WARN Act
Pennsylvania does not have a state-level WARN Act. The federal WARN Act is the sole mass layoff notification requirement for covered employers in Pennsylvania. Pennsylvania L&I posts received WARN notices publicly at https://www.pa.gov/agencies/dli/programs-services/workforce-development-home/warn-requirements/warn-notices and provides rapid response services to affected workers.
Retaliation and Whistleblower Protections in Pennsylvania
Federal Retaliation Protections
Federal law prohibits retaliation against employees who engage in protected activities. Federal protections applicable in Pennsylvania include: Title VII (discrimination complaints); ADA (disability accommodation requests); ADEA (age discrimination complaints); FLSA (wage complaints); OSHA (safety complaints); and FMLA (leave requests). https://www.eeoc.gov/retaliation · https://www.osha.gov/whistleblower
Pennsylvania Whistleblower and Anti-Retaliation Laws
Pennsylvania Whistleblower Law, 43 P.S. §§ 1421–1428 (Act of December 12, 1986, No. 169) covers employees of public employers, state and local government entities, and employers funded in whole or in part by the commonwealth. The law does not broadly cover private-sector employees without a public funding nexus. https://www.pa.gov/agencies/osig/report-fraud-or-misconduct/whistleblower-law · https://www.legis.state.pa.us/WU01/LI/LI/US/HTM/1986/0/0169..HTM
Under 43 P.S. § 1423(a), no covered employer may discharge, threaten, or otherwise retaliate against an employee because the employee in good faith reports — or is about to report — an instance of wrongdoing or waste to the employer or an appropriate authority. Under § 1423(b), retaliation for participating in a government investigation or hearing is also prohibited. A civil action may be brought within 180 days of the alleged violation and may result in reinstatement, recovery of lost wages and benefits, and other damages, per 43 P.S. § 1424.
Workers’ compensation retaliation: Termination for filing a workers’ compensation claim constitutes wrongful discharge in violation of Pennsylvania public policy under Shick v. Shirey, 716 A.2d 1231 (Pa. 1998). https://www.pa.gov/agencies/dli/programs-services/workers-compensation
For private-sector employees not covered by the Whistleblower Law, federal anti-retaliation statutes — OSHA, FLSA, Title VII, ADEA — provide the applicable protections. https://www.osha.gov/whistleblower
Constructive Discharge in Pennsylvania
Constructive discharge occurs when an employer makes working conditions so intolerable that a reasonable person would feel compelled to resign. Pennsylvania courts recognize constructive discharge claims and apply an objective standard: whether a reasonable person in the employee’s position would have felt compelled to resign. A constructive discharge is treated as an involuntary termination for legal purposes. PHRA constructive discharge claims are subject to the same 180-day PHRC filing deadline as direct discharge claims. https://www.pa.gov/agencies/phrc/programs-and-services/file-a-complaint
Notice Requirements in Pennsylvania
Employer Notice Before Termination
Pennsylvania does not require employers to provide advance notice before terminating an individual employee outside of federal WARN Act situations. An employer may terminate an at-will employee without advance notice unless an employment contract specifies otherwise.
Employee Notice Before Resignation
No Pennsylvania law requires employees to provide two weeks’ notice before resigning. Two weeks’ notice is a professional convention, not a legal requirement. Where an employment contract requires a specific notice period, the contract terms govern.
Service Letter Law
Pennsylvania does not have a service letter law. No Pennsylvania statute requires employers to provide a written statement of the reason for termination upon an employee’s request.
How to File a Termination Complaint in Pennsylvania
| State Filing Options | |||
|---|---|---|---|
| Agency | Handles | Website | Filing Deadline |
| PA DLI — Bureau of Labor Law Compliance | Wage claims, final paycheck (WPCL violations) | https://www.pa.gov/services/dli/file-a-wage-payment-and-collection-complaint | 2 years |
| Pennsylvania Human Relations Commission (PHRC) | Employment discrimination, PHRA retaliation | https://www.pa.gov/agencies/phrc/programs-and-services/file-a-complaint | 180 days |
| PA Office of State Inspector General (OSIG) | Whistleblower retaliation (public employers / publicly funded entities) | https://www.pa.gov/agencies/osig/report-fraud-or-misconduct/whistleblower-law | 180 days |
| Federal Filing Options | ||
|---|---|---|
| Agency | Handles | Filing Deadline |
| EEOC | Title VII, ADA, ADEA, GINA, PDA discrimination | 300 days (deferral state) |
| OSHA | Safety retaliation | 30 days (OSHA § 11(c)); varies by statute |
| DOL Wage and Hour Division | FLSA violations, FMLA retaliation | 2 years (3 years for willful) |
Pennsylvania is a deferral state; the EEOC filing deadline is extended to 300 days for charges also covered by the PHRA. https://www.eeoc.gov/time-limits-filing-charge
EEOC Field Offices in Pennsylvania:
- Philadelphia District Office (covers most of Pennsylvania) — https://www.eeoc.gov/field-office/philadelphia
- Pittsburgh Area Office (western Pennsylvania; component of the Philadelphia District) — https://www.eeoc.gov/field-office/pittsburgh
https://www.eeoc.gov/newsroom/deborah-kane-chosen-new-director-eeocs-pittsburgh-area-office
FAQ: Pennsylvania Termination Laws
Is Pennsylvania an at-will employment state?
Yes. Pennsylvania follows the at-will employment doctrine. Either an employer or an employee may end the employment relationship at any time, for any lawful reason, or for no reason at all. The doctrine does not apply when a valid employment contract governs the relationship or when the termination violates the PHRA, federal anti-discrimination law, or a clear mandate of Pennsylvania public policy. https://dced.pa.gov/business-assistance/international/trade/labor-workforce/
Can an employer fire an employee for no reason in Pennsylvania?
Yes, under the at-will doctrine. An employer is not required to state a reason for termination. The employer may not terminate for a reason prohibited by the PHRA, federal anti-discrimination statutes, or Pennsylvania public policy. https://www.pa.gov/agencies/dli/resources/compliance-laws-and-regulations/labor-management-relations/pennsylvania-s-minimum-wage-act/wage-faqs
What constitutes wrongful termination in Pennsylvania?
Wrongful termination in Pennsylvania occurs when an employee is discharged in violation of a state or federal anti-discrimination statute, in retaliation for a protected activity, in violation of a clear mandate of Pennsylvania public policy, or in breach of an employment contract. Pennsylvania courts apply the public policy exception narrowly. https://www.pa.gov/agencies/phrc · https://www.eeoc.gov/discrimination-type
When is the final paycheck due after termination in Pennsylvania?
Under the Pennsylvania Wage Payment and Collection Law, 43 P.S. § 260.5, employers must pay all earned wages by the next regularly scheduled payday, regardless of whether the separation was voluntary or involuntary. https://www.pa.gov/agencies/dli/resources/compliance-laws-and-regulations/labor-management-relations/pennsylvania-s-minimum-wage-act/wage-faqs
Does Pennsylvania require employers to pay out unused vacation or PTO at termination?
No. Pennsylvania law does not mandate payout of accrued unused vacation or PTO. Where an employer has an established written policy providing for payout, the WPCL makes that policy enforceable. https://www.pa.gov/agencies/dli/resources/compliance-laws-and-regulations/labor-management-relations/pennsylvania-s-minimum-wage-act/wage-faqs
Does the WARN Act apply in Pennsylvania?
Yes. The federal WARN Act applies to covered employers in Pennsylvania (100+ full-time employees), requiring at least 60 days’ notice before a qualifying plant closing or mass layoff. Pennsylvania has no state-level WARN Act. https://www.pa.gov/agencies/dli/programs-services/workforce-development-home/warn-requirements
Is severance pay required by law in Pennsylvania?
No. No Pennsylvania statute and no federal law requires severance pay. Severance obligations arise only from employer policies, employment contracts, or collective bargaining agreements. https://www.pa.gov/agencies/dli/resources/compliance-laws-and-regulations/labor-management-relations/pennsylvania-s-minimum-wage-act/wage-faqs
What is the statute of limitations for wrongful termination in Pennsylvania?
PHRA discrimination claims must be filed with the PHRC within 180 days. Federal discrimination charges must be filed with the EEOC within 300 days (Pennsylvania is a deferral state). Public policy tort claims carry a 2-year statute of limitations. Wage claims under the WPCL carry a 2-year statute of limitations. https://www.pa.gov/agencies/phrc/programs-and-services/file-a-complaint · https://www.eeoc.gov/time-limits-filing-charge
Can an employer fire an employee for filing a complaint in Pennsylvania?
No. The PHRA, 43 P.S. § 955(d), prohibits retaliation for filing a discrimination complaint. Federal anti-retaliation statutes also prohibit retaliation for complaints under Title VII, the ADA, the ADEA, OSHA, and the FLSA. Termination for filing a workers’ compensation claim violates Pennsylvania public policy under Shick v. Shirey, 716 A.2d 1231 (Pa. 1998). https://www.pa.gov/agencies/phrc · https://www.osha.gov/whistleblower
Where are termination complaints filed in Pennsylvania?
Discrimination and retaliation claims are filed with the PHRC (https://www.pa.gov/agencies/phrc/programs-and-services/file-a-complaint — 180-day deadline) or with the EEOC (https://www.eeoc.gov/filing-charge-discrimination — 300-day deadline). Wage and final paycheck claims are filed with the PA DLI Bureau of Labor Law Compliance (https://www.pa.gov/services/dli/file-a-wage-payment-and-collection-complaint — 2-year deadline).
What federal laws protect employees from wrongful termination in Pennsylvania?
Federal protections include Title VII (race, sex, color, religion, national origin), the ADA (disability), the ADEA (age 40+), GINA (genetic information), the Pregnancy Discrimination Act, FMLA retaliation provisions, and FLSA retaliation provisions. https://www.eeoc.gov/discrimination-type · https://www.dol.gov/general/topic/termination
Does Pennsylvania have any anti-retaliation laws beyond federal protections?
Yes, in limited circumstances. The PHRA, 43 P.S. § 955(d), prohibits retaliation for discrimination complaints. The Pennsylvania Whistleblower Law, 43 P.S. §§ 1421–1428, protects employees of public employers and publicly funded entities but does not broadly cover private-sector employees. https://www.pa.gov/agencies/osig/report-fraud-or-misconduct/whistleblower-law
What is the federal WARN Act threshold for employers in Pennsylvania?
The federal WARN Act covers employers with 100 or more full-time employees. A qualifying mass layoff must affect 500 or more employees, or 50–499 employees comprising at least 33% of the active workforce. Pennsylvania has no state-level WARN Act. https://www.pa.gov/agencies/dli/programs-services/workforce-development-home/warn-requirements
Is two weeks’ notice required in Pennsylvania?
No. Neither Pennsylvania law nor federal law requires employees to give two weeks’ notice before resigning. Where an employment contract includes a required notice provision, the contract terms govern. https://dced.pa.gov/business-assistance/international/trade/labor-workforce/
Can an employer fire an employee for filing a workers’ compensation claim in Pennsylvania?
No. The Pennsylvania Supreme Court held in Shick v. Shirey, 716 A.2d 1231 (Pa. 1998), that termination of an employee for filing a workers’ compensation claim constitutes wrongful discharge in violation of Pennsylvania public policy. https://www.pa.gov/agencies/dli/programs-services/workers-compensation