HRCI PHR — Professional in Human Resources Exam
Federal Employment Law (Title VII, ADA, FMLA, FLSA, NLRA) Practice Questions
200 practice questions with detailed explanations — aligned to the HRCI PHR — Professional in Human Resources Exam.
Master Federal Employment Law (Title VII, ADA, FMLA, FLSA, NLRA) to boost your score on the HRCI PHR — Professional in Human Resources Exam. Each question below mirrors the style and difficulty of real exam questions, complete with detailed explanations so you understand the why behind every answer. Work through all 200 questions, review any that trip you up, and use the related topics below to round out your preparation.
Q1.Under Title VII of the Civil Rights Act of 1964, which of the following is NOT a protected class?
A.RaceB.ReligionC.Sexual orientationD.National originC. Sexual orientationExplanation: Title VII protects race, color, religion, sex, and national origin. Sexual orientation was not explicitly covered by Title VII until the Supreme Court's 2020 ruling in Bostock v. Clayton County, which held that Title VII's prohibition on sex discrimination extends to sexual orientation and gender identity. For PHR purposes, know the original five protected classes and that Bostock expanded coverage.
Join 1,000+ users passing the HRCI PHR — Professional in Human Resources
Q2.Under the FMLA, an employee is entitled to how many weeks of unpaid, job-protected leave per year?
A.6 weeksB.10 weeksC.12 weeksD.16 weeksC. 12 weeksExplanation: The Family and Medical Leave Act (FMLA) provides eligible employees up to 12 weeks of unpaid, job-protected leave per 12-month period for qualifying reasons (serious health condition of employee or immediate family member, birth/adoption/foster placement of a child, qualifying military exigencies). Military caregiver leave may extend to 26 weeks.
Join 1,000+ users passing the HRCI PHR — Professional in Human Resources
Q3.Which FLSA classification correctly requires payment of overtime at 1.5× the regular rate for hours over 40 per week?
A.Exempt employeesB.Non-exempt employeesC.Independent contractorsD.VolunteersB. Non-exempt employeesExplanation: Non-exempt employees must receive overtime pay at 1.5× their regular rate for all hours worked beyond 40 in a workweek. Exempt employees (meeting salary basis and duties tests under FLSA white-collar exemptions) are not entitled to overtime. Independent contractors and volunteers are not covered by FLSA.
Join 1,000+ users passing the HRCI PHR — Professional in Human Resources
Q4.An employee discloses a disability and requests a schedule adjustment. Under the ADA, the employer's next step should be:
A.Deny the request if it costs moneyB.Immediately grant any request the employee makesC.Engage in an interactive process with the employee to identify a reasonable accommodationD.Transfer the employee to a less demanding position without discussionC. Engage in an interactive process with the employee to identify a reasonable accommodationExplanation: The ADA requires employers (15+ employees) to engage in a good-faith interactive process with the employee to identify and implement a reasonable accommodation that allows the employee to perform essential job functions — unless it causes undue hardship. Neither automatic denial nor automatic granting is required; the interactive process is the legal standard.
Join 1,000+ users passing the HRCI PHR — Professional in Human Resources
Q5.Under the NLRA, which of the following is protected concerted activity?
A.An employee posting confidential wage data on social mediaB.Two employees discussing their wages and work conditions with each otherC.An employee threatening a supervisorD.An employee refusing to perform assigned dutiesB. Two employees discussing their wages and work conditions with each otherExplanation: The NLRA protects employees' rights to engage in concerted activity — including discussing wages, hours, and working conditions with coworkers — whether or not there is a union. Employer policies that prohibit employees from discussing pay with coworkers typically violate the NLRA. Note: confidentiality rules that prevent sharing trade secrets are different from wage-discussion rules.
Join 1,000+ users passing the HRCI PHR — Professional in Human Resources
Q6.The ADEA (Age Discrimination in Employment Act) protects workers who are:
A.18 and olderB.40 and olderC.50 and olderD.55 and olderB. 40 and olderExplanation: The ADEA protects workers aged 40 and older from age-based discrimination in hiring, firing, pay, promotions, and other employment terms. It applies to employers with 20 or more employees. There is no upper age cap — the ADEA protects employees regardless of how old they are, as long as they are at least 40.
Join 1,000+ users passing the HRCI PHR — Professional in Human Resources
Want all 1,000 questions?
Download VoltExam — $99.99 Lifetime
Offline access, 1,000+ questions, built-in calculators. One-time unlock, no subscription.
Download on the App Store