Quick Answer: No. Pennsylvania state law **does not** require private employers to pay employees during jury service. However, employers are strictly prohibited by law from firing, penalizing, or threatening you for responding to a jury summons.

If you are a resident of the Commonwealth of Pennsylvania, receiving a jury summons can immediately raise concerns about your income. Pennsylvania pays one of the lowest juror stipends in the nation (**$9.00 per day** for the first 3 days), making employer pay a critical question for most workers.

In this guide, we break down your legal rights under Pennsylvania labor law, the notable exceptions for public employees, and how to verify your employer's policies.

PA State Law: Private Employers

Under PA law, private employers are **under no legal obligation** to continue paying your regular wages or salary while you are away serving on a jury. Whether you are paid depends entirely on your company's employee handbook or human resources policies.

Fortunately, many medium-to-large Pennsylvania employers choose to offer voluntary "Jury Duty Leave" pay (often capped at 5 to 10 days) as part of their standard benefits package to promote civic responsibility.

Notable Exceptions: Public Employees

While private workers are not legally guaranteed pay, certain classes of employees in Pennsylvania are:

  • Federal Employees: All federal civil service employees who reside and work in PA are guaranteed their regular wages throughout their service under federal law (5 U.S.C. § 6322).
  • State and Municipal Workers: Many Commonwealth of Pennsylvania state agencies, county authorities, and local school districts are required by collective bargaining agreements or agency rules to continue full pay.

Job Protection: You Cannot Be Fired

Even though Pennsylvania does not mandate pay, it provides exceptionally strong protections for your employment status. Under **42 Pa. C.S.A. § 4563**:

  • An employer **cannot** fire, demote, threaten, or coerce you in any way due to jury service.
  • Your employer **cannot** force you to use your vacation, sick leave, or personal days to cover your absence.
  • Violating employers face heavy civil and criminal penalties, and you can sue for reinstatement and back wages if your rights are infringed.