What are the essential legal rights every employee should know?

Understanding your legal rights as an employee is crucial in today’s workplace. This comprehensive guide, backed by expert insights, outlines essential rights that every worker should be aware of. From mental health accommodations to wage discussions and protection against retaliation, knowing these rights empowers employees to advocate for themselves effectively.

  • Mental Health Accommodations Are Your Legal Right
  • Wage Discussions Protected by Labor Laws
  • Salary Transparency Promotes Workplace Fairness
  • Access Your Personnel File for Career Insights
  • Office Safety Concerns Deserve Equal Attention
  • Request Medical and Exposure Records Promptly
  • Protection from Retaliation for Workplace Reports
  • Review and Negotiate Employment Contracts Carefully
  • Access Your Employee Data Through Legal Channels
  • Disconnect from Work Outside Office Hours
  • Good Faith Complaints Cannot Be Punished
  • Request Flexible Working Arrangements When Needed
  • Openly Discuss Wages Without Fear of Retaliation
  • UAE Employees Entitled to End-of-Service Gratuity
  • Access and Correct Your Employer-Stored Data
  • Whistleblower Protection Safeguards Employee Rights
  • Retaliation Protection Empowers Employee Advocacy

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Mental Health Accommodations Are Your Legal Right

One legal right many employees are unaware of is their entitlement to accommodation for mental health conditions under workplace disability laws. In both the U.S. and Canada, employees experiencing mental health challenges—such as anxiety, depression, PTSD, or burnout-related disorders—have the right to request reasonable accommodations from their employer.

Unfortunately, this right is often misunderstood or never invoked—either because employees are afraid of stigma or simply don’t know the law applies to them. Mental health accommodations are not a privilege or special treatment; they’re a legal protection designed to create equitable work environments for all. Employers are obligated to provide them unless they can prove that doing so would cause undue hardship.

A powerful example comes from a client I coached who was struggling with severe anxiety and panic attacks triggered by her high-stress corporate role. She feared disclosing her condition would label her as unstable or incapable. With our guidance, she submitted a formal request for accommodation supported by documentation from her healthcare provider. As a result, she was granted a hybrid work schedule and additional weekly check-ins with her manager, which drastically improved her well-being and performance. Had she not known her rights—or had the support to advocate for them—she likely would have resigned under pressure, assuming it was her only option.

To learn more about their rights, employees can access clear, free resources through their country’s labor board or human rights commission. In the U.S., the U.S. Equal Employment Opportunity Commission (EEOC) provides extensive guidance on mental health and disability rights in the workplace, including how to request accommodations and what employers are required to do. Their guide titled “Depression, PTSD, & Other Mental Health Conditions in the Workplace: Your Legal Rights” is especially valuable. In Canada, the Canadian Human Rights Commission and local provincial human rights tribunals (like the Ontario Human Rights Commission or BC Human Rights Tribunal) offer comprehensive toolkits for both workers and employers.

In conclusion, mental health rights at work are protected by law, yet still underutilized due to stigma and lack of awareness. Empowering employees with this knowledge not only safeguards individual well-being—it builds a more inclusive, psychologically safe workplace culture overall.

Miriam Groom, CEO, Mindful Career inc., Mindful Career Counselling

Wage Discussions Protected by Labor Laws

Many workers are unaware that they have a legal right to discuss their wages and working conditions with coworkers, even if their employee handbook or contract states otherwise. Under the National Labor Relations Act (NLRA), private sector employees are protected when engaging in these conversations, regardless of whether they belong to a union. Policies that attempt to restrict this right are generally unenforceable, and disciplinary actions based on such policies can often be successfully challenged.

This matters because open dialogue around pay and workplace conditions is a powerful tool for addressing wage discrimination, unfair treatment, or other systemic issues. These problems often persist because employees fear retaliation or assume they must remain silent. However, knowing that you’re legally protected when talking to coworkers can be the first step in exposing and addressing workplace inequity.

For those looking to learn more about their rights, there are several helpful resources:

  • The EEOC (Equal Employment Opportunity Commission, https://www.eeoc.gov) for information on discrimination and harassment protections
  • OSHA (https://www.osha.gov) for workplace safety and whistleblower protections
  • The Department of Labor (https://www.dol.gov) for pay, overtime, and leave policies
  • The National Labor Relations Board (https://www.nlrb.gov) for rights related to organizing, working conditions, and collective action

Steve Faulkner, Founder & Chief Recruiter, Spencer James Group

Salary Transparency Promotes Workplace Fairness

Many employees don’t realize they have the right to discuss salary information with colleagues, despite employer “gag rules” that try to prohibit these conversations. The National Labor Relations Act protects most private-sector workers who engage in “concerted activities” regarding wages and working conditions, making those confidentiality policies potentially illegal.

For reliable information about workplace rights, the Department of Labor’s website (www.dol.gov) offers comprehensive resources on everything from overtime pay to family leave. Workers facing specific situations might also benefit from free consultations with employment attorneys, who often take cases on contingency if they spot violations that could lead to meaningful compensation.

Jason Tenenbaum, Attorney – NY State, The Law Office of Jason Tenenbaum, P.C.

Access Your Personnel File for Career Insights

Most employees are unaware that they are legally permitted to discuss their pay with coworkers. This is one of the most common misconceptions we encounter in the workplace.

Under the National Labor Relations Act, employees have the protected right to openly discuss wages, benefits, and working conditions without fear of retaliation. Yet, we frequently meet professionals who whisper about salary as if it were classified information, convinced they will be fired if their boss discovers they compared paychecks with a colleague.

This secrecy is precisely what allows unfair pay practices to thrive. When we cannot talk about compensation openly, wage gaps and discrimination remain hidden in the shadows. We have seen talented professionals unknowingly accept below-market offers simply because they had no reference point for what their peers were earning.

What is particularly frustrating is hearing candidates say things like, “My company has a strict policy against discussing salary.” While companies might discourage these conversations, they legally cannot prohibit them or punish employees for having them.

The best resource we recommend for learning about workplace rights is the U.S. Department of Labor’s official website. It is comprehensive and covers everything from wage laws to workplace safety and anti-discrimination protections. The site includes practical guides, FAQs, and contact information for federal agencies that can help if your rights are violated.

Knowledge is power in these situations. When employees understand their rights, they can advocate for themselves more effectively and help create fairer workplaces for everyone. We encourage every professional to spend time learning about their legal protections — it is an investment in their career that pays dividends.

Julia Yurchak, Talent Sourcing, Acquisition & Management Specialist| Senior Recruitment Consultant, Keller Executive Search

Office Safety Concerns Deserve Equal Attention

As a recruiter, I’ve had thousands of conversations with job seekers at every career stage. And I’ve noticed something surprising: even the most experienced professionals often don’t fully understand their right to request a copy of their personnel file.

In many jurisdictions, employees have the legal right to review or request copies of their employment records. This includes performance evaluations, disciplinary actions, attendance records, and any written agreements they may have signed during their tenure.

Yet, time and time again, candidates are unaware this right even exists. That’s a problem, because in many cases, this file can contain valuable insights that help them prepare for a job search, dispute inaccurate records, or better understand how they’ve been assessed by past employers.

For instance, I once worked with a candidate who was passed over for a promotion and had no idea why. She assumed it was political. But after I encouraged her to request her personnel file, she discovered a recurring performance concern had been documented, but never discussed with her. That knowledge helped her address a key blind spot and ultimately secure a better-fitting role elsewhere.

When someone’s unsure of their rights, I always direct them to workplacefairness.org. It’s one of the most comprehensive, up-to-date resources available, offering state-by-state breakdowns of employment rights in plain language.

Understanding what’s in your personnel file can help you move forward strategically, whether you’re negotiating an exit package, applying for a new role, or just taking stock of where you stand. Make it a part of your career routine to review it annually. The insights therein may surprise you.

Jon Hill, Managing Partner, Tall Trees Talent

Request Medical and Exposure Records Promptly

I’m often surprised by how rarely white-collar workers consider their health and safety in the office. There’s a persistent misconception that office environments are inherently low-risk, but that’s not necessarily true. Poor air quality, inadequate lighting, repetitive stress injuries, and the psychological toll of toxic work cultures are just a few examples of hazards that can seriously impact employee well-being.

Issues like faulty ventilation, unsafe ergonomics, or persistent workplace bullying can all qualify as legitimate health and safety concerns. Employees have a legal right to report these conditions — often anonymously and without fear of retaliation — under national workplace safety laws.

In the U.S., these matters fall under the jurisdiction of the Occupational Safety and Health Administration (OSHA); in Canada, they’re handled by the Canadian Centre for Occupational Health and Safety (CCOHS). Both organizations offer tools, educational materials, and reporting mechanisms tailored not just to industrial settings, but to office environments as well. They’re essential resources for anyone who believes workplace safety begins and ends on a factory floor.

Ben Lamarche, General Manager, Lock Search Group

Protection from Retaliation for Workplace Reports

If you’ve ever been exposed to chemicals, extremely loud noises, or felt that your safety was compromised, you have the legal right to access your medical and all exposure records. Many people are unaware that these records exist. However, under OSHA law, your employer must provide you with those records within 15 days of a request. They cannot withhold this information from you.

These records typically contain information such as air quality tests and toxic exposure reports. In some cases, they may also include incidents that occurred to coworkers performing the same job as you. This information is crucial if you’ve been injured or are building a legal case.

For resources, I recommend visiting OSHA’s official website, as it provides comprehensive information that employees need to learn about workplace safety. Their Worker Rights and Protections page and the OSHA Workers’ Rights booklet explain various aspects, including your right to report unsafe conditions, access your medical and exposure records, and be protected from retaliation.

Alex Freeburg, Owner, Freeburg Law

Review and Negotiate Employment Contracts Carefully

One legal right many employees are unaware of is their right to be free from retaliation after reporting discrimination, harassment, unsafe working conditions, or wage violations. Many employees fear that if they speak up, they could be demoted, fired, or given fewer hours — but under the laws in many countries (like the U.S. Title VII, OSHA, or similar protections elsewhere), retaliation is illegal even if the original complaint is ultimately unproven, as long as it was made in good faith.

To learn more about their rights, employees can turn to resources like their country’s labor department website — for example, the U.S. Department of Labor (dol.gov), ACAS in the UK, or Fair Work Ombudsman in Australia — which offer plain-language guides about workplace rights. Additionally, many non-profit organizations and legal aid clinics also offer free or low-cost advice specific to your industry and location.

Harlan Rappaport, Co-Founder, Hire Overseas

Access Your Employee Data Through Legal Channels

The power to review and negotiate your employment contract stands as one employee right that consistently remains under the radar. People often sign employment agreements without understanding their ability to dispute restrictive clauses, which include non-competes, and modify equity terms and severance conditions. Your employment contract serves as more than formal documents because it outlines the path your career will take. The U.S. Department of Labor website (dol.gov) provides straightforward information about workplace rights, which includes wage protections and safety laws. Knowledge serves as your protective shield against unfair contract terms.

My advice? You should handle your contract as if you were speaking with your future self. Before signing, you should ask tough questions and negotiate better terms to ensure your worth is properly represented. Taking this proactive measure transforms an ordinary agreement into a powerful tool for achieving your professional goals.

Daniel Lewis, CEO, LegalOn

Disconnect from Work Outside Office Hours

Many employees are unaware that they have a right to request and access the data their employer holds about them. This data includes their performance evaluations, payroll records, disciplinary notes, and even internal communications that mention them.

There are laws like GDPR in the EU or Data Subject Access Requests (DSARs), under which employees have the legal right to request this information and receive it within a set timeframe. However, in real-world practice, most employees don’t know about these options, and many companies aren’t prepared to act on such requests when they come.

This matters not just in potential legal disputes but also in performance reviews, contract negotiations, or even internal mobility. Transparency around your own data is part of modern workplace accountability.

A great place to get more information is your country’s data protection authority website. For example, there is edpb.europa.eu in the EU and ico.org.uk in the UK. If you are an international or remote worker, platforms like DataRequests.org can help you understand how to file a data access request properly.

Orest Chaykivskyy, Co-Founder & Chief Commercial Officer, Forbytes

Good Faith Complaints Cannot Be Punished

The right to disconnect is an increasingly relevant right that employees are often unaware of, and it is of special significance in a world where work-life boundaries are more blurred than ever before. It offers employees the right to ignore work-related communications outside work hours and when on vacation.

It’s a bold counterstrike against the always-on culture and enables employees to live a life beyond the usual barrage of emails, messages, and calls. Quite the paradox in a digital ecosystem, where productivity tools have you on the hook at all times, this right forces organizations to rethink culture, not just code.

But how do you enforce disconnection when operations are spread across global time zones and 24/7 work calendars?

Well, despite popular belief, it’s not your job to think this through! Labor rules in place to protect employee rights make this an organizational problem, and therefore, the company’s responsibility. This is also why laws are in place. So that the company realizes its duties towards its workforce and protects essential downtime for employees to return rested and focused.

While the best place to find out more information is your HR department (employees also have the right to obtain essential information from their HR team), you can also visit your employee handbook or company policy document. Relevant authorities on the local and national levels carry comprehensive resources on workers’ rights and standards too.

Stanley Anto, Chief Editor, Techronicler

Request Flexible Working Arrangements When Needed

One thing that many employees don’t realize is that employers cannot legally punish employees for making a good faith complaint about issues like unsafe working conditions, wage violations, discrimination, or harassment. This is true in all 50 U.S. states as well as Canada, and is an important right for workers to understand. Many employees fear that speaking up about these kinds of issues will lead to them being terminated or blacklisted. When they realize this is not a concern, it empowers them to address problems early, in the process creating healthier, more respectful workplaces.

In terms of resources, employees in the United States can find guidance on protections against retaliation on the Department of Labor’s website, along with lots of other helpful information about their rights as workers. For Canadian employees, the Government of Canada’s Labour Program website is a similarly useful resource.

Matt Erhard, Managing Partner, Summit Search Group

Openly Discuss Wages Without Fear of Retaliation

Flexible working is one of the most important legal rights that many employees do not know about. Parents and other workers with caregiving roles can request their employers to adjust work schedules or even work from home. Employers must consider these requests and provide a reason if they are unable to accommodate them. This right has many advantages, particularly for employees who are struggling to create a balance between personal and work life.

Employees who want to know more about their rights in the workplace can easily find information on government websites, use legal aid services, or contact labor unions. These sources provide comprehensive descriptions of workers’ rights, such as flexible working requests, unpaid leave, and anti-discrimination protections. The availability of these resources also enables employees to navigate their rights and ensures they are treated fairly in the workplace.

Emma Alves, Lawyer, Alves Law

UAE Employees Entitled to End-of-Service Gratuity

One legal right many employees are unaware of is their right to discuss wages and working conditions with co-workers. Under the National Labor Relations Act (NLRA) in the U.S., employees in both unionized and non-unionized workplaces have the right to openly talk about their pay, hours, and conditions without fear of retaliation. Yet, many employers still have “pay secrecy” cultures or discourage these conversations, sometimes even illegally.

To better understand this and other workplace rights, employees can refer to resources like the U.S. Department of Labor (dol.gov) and the National Labor Relations Board (nlrb.gov). These sites break down your rights in simple terms and offer guidance on how to file a complaint if those rights are violated.

Abhishek Shah, Founder, Testlify

Access and Correct Your Employer-Stored Data

One legal right that many employees in the UAE are often unaware of is the right to receive an end-of-service gratuity, even if they resign.

Some employees mistakenly believe they forfeit this payment if they initiate the separation from their employer.

However, under UAE Labour Law, employees are generally entitled to a pro-rata gratuity based on their length of service, provided they have completed at least one year of continuous employment.

For employees looking to understand more about their rights in the workplace, the Ministry of Human Resources and Emiratisation (MoHRE) website is an excellent resource.

Their official website provides comprehensive information on labour laws, regulations, and various aspects of employment, including contracts, working hours, leave entitlements, and end-of-service benefits.

Zakia Baniabbassian, Marketing Manager, Yomly

Whistleblower Protection Safeguards Employee Rights

Many employees don’t realize that they often have the right to see what data their employer is storing about them, and sometimes even request corrections or deletions. It’s not dramatic, but in the age of internal tracking tools and automated evaluations, it matters. A good starting point is simply reading your local labor laws or privacy regulations like GDPR. Most people never do this. However, the protections are there — they’re just rarely used.

Mateusz Mucha, Founder, CEO, Omni Calculator

Retaliation Protection Empowers Employee Advocacy

One of the rights that many employees are unaware of is their protection from retaliation when they report violations in the workplace, such as concerns about safety or discrimination.

Many fear speaking up due to the possibility of job loss or demotion, but in most nations, there are laws that clearly prohibit retaliatory measures against whistleblowers. Employees can use official labor department websites—such as the U.S. Department of Labor or the equivalent in their local government—to obtain accurate information, report complaints, and learn how to protect themselves.

George Fironov, Co-Founder & CEO, Talmatic