The federal employment laws are administered and enforced by the US Department of Labor. The federal employment laws that most affect workplace are those pertaining to wages, number of hours of work, standards for safety and health, retirement benefits, employee health and federal contracts. However, there are many other agencies that oversee federal laws that affect employment issues. For instance, the Equal Employment Opportunity Commission (EEOC) ensures that a workplace follows non-discriminatory practices, and the National Labor Relations Board (NLRB) oversees the law that controls the relationship between unions and management.

When it comes to federal employment laws, it is important for employers to realize that the same law applies in the same manner to all employees; even if the employee suffers from a disability. However, there are some federal employment laws that only apply to certain types of employees. For instance the Americans with Disabilities Act and the Rehabilitation Act are meant solely for employees with disabilities.

Usually there is an overlap between federal and state employment laws. However, in some circumstances, the state employment law may differ from the federal employment law. Usually the biggest beneficiary of this difference is the employee as he may be eligible for more benefits or more rights depending on the law.

Some state laws have their own eligibility criteria that may be different from the same type of federal law. For instance, the California Family Rights Act is meant for organizations that do business in the state and have 50 or more full time or part time workers. When it comes to the wage and hour laws in California, the law applies to all employers but the rules depend on the industry type of the employer.

Invariably employers are supposed to combine federal and state employment laws so that they comply with all the criteria, rules and regulations.

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