PHR Practice Test

PHR EEO, Leave, Safety & Policies Practice Questions

EEO, Leave, Safety & Policies makes up 5 of every 50 questions on a Tigertest PHR practice test. Here are 10 of the 20 questions on it, each with the answer and the reason.

Updated 2026-11-10 by the Tigertest team. Based on the HRCI PHR Exam Content Outline (2024). Original questions; 50 per test, weighted like the real 115-question exam. 70% is Tigertest's readiness line; HRCI reports a scaled score. Not affiliated with HRCI.

1. 1. To be eligible for FMLA leave, an employee must have worked for the employer for 12 months and at least how many hours in the past 12 months?

   • A.2,080
   • B.1,250
   • C.1,000
   • D.1,500

   Answer: B. FMLA eligibility needs 12 months of service, 1,250 hours in the 12 months before leave, and a worksite with 50 or more employees within 75 miles.

2. 2. An eligible employee may take up to how much FMLA leave in 12 months to care for a covered servicemember with a serious injury?

   • A.16 weeks
   • B.52 weeks
   • C.12 weeks
   • D.26 weeks

   Answer: D. Military caregiver leave allows up to 26 workweeks in a single 12-month period. Other FMLA reasons, including qualifying exigency leave, share a 12-week total.

3. 3. After an employee asks for FMLA leave, the employer must give the eligibility notice within:

   • A.5 business days
   • B.30 calendar days
   • C.2 business days
   • D.10 business days

   Answer: A. The FMLA regulations require the eligibility notice, with rights and responsibilities, within five business days, absent extenuating circumstances.

4. 4. Under the ADEA, the protected group is workers who are:

   • A.55 or older
   • B.65 or older
   • C.40 or older
   • D.50 or older

   Answer: C. The Age Discrimination in Employment Act protects people aged 40 and over and covers employers with 20 or more employees.

5. 5. Under the ADA, an employer need not provide an accommodation that would cause:

   • A.Minor schedule changes
   • B.Coworker complaints
   • C.Undue hardship
   • D.Any added cost

   Answer: C. Undue hardship means significant difficulty or expense considering the employer's size and resources. Cost alone or coworker preferences are not enough.

6. 6. Under Groff v. DeJoy (2023), an employer may deny a religious accommodation only if it would cause:

   • A.Substantial increased costs
   • B.Any coworker objection
   • C.Any change to a schedule
   • D.Anything more than a minimal cost

   Answer: A. The Supreme Court rejected the old 'more than de minimis' reading. The employer must show a burden that is substantial in the overall context of its business.

7. 7. Under Bostock v. Clayton County (2020), firing someone for being gay or transgender is:

   • A.Age discrimination under the ADEA only
   • B.Allowed under federal law
   • C.Covered only by state law
   • D.Sex discrimination under Title VII

   Answer: D. The Supreme Court held that discrimination because of sexual orientation or gender identity is discrimination because of sex under Title VII.

8. 8. The Pregnant Workers Fairness Act requires covered employers to:

   • A.Pay for childcare costs
   • B.Accommodate pregnancy limitations
   • C.Give paid maternity leave
   • D.Extend FMLA leave to 16 weeks for mothers

   Answer: B. The PWFA, in force since June 2023 for employers with 15 or more employees, requires reasonable accommodation of known limitations related to pregnancy, childbirth or related conditions, absent undue hardship.

9. 9. An EEOC charge must generally be filed within 180 days, or within how many days where a state or local fair employment agency also covers the claim?

   • A.90
   • B.300
   • C.240
   • D.365

   Answer: B. The 180-day period extends to 300 days in states with their own fair employment agency. After a right-to-sue notice, a lawsuit must be filed within 90 days.

10. 10. Private employers with at least how many employees must file the EEO-1 report each year?

    • A.50
    • B.250
    • C.15
    • D.100

    Answer: D. The EEOC requires the EEO-1 Component 1 report from private employers with 100 or more employees, reporting workforce data by job category, sex and race or ethnicity.