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Professional in Human Resources· Exam reference card · 2026 · Edureify AI
Professional in Human Resources

Professional in Human Resources Cheat Sheet

PHR Tests Operational HR Implementation — Compliance, Process, and Execution

The PHR is for HR practitioners who implement programs and manage day-to-day operations. Strategic thinking is secondary to operational accuracy and employment law compliance.

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Among the harder certs
Avg: Approximately 60–65%
Pass: 750 / 1000
Most candidates understand Professional in Human Resources concepts — and still fail. This exam tests how you apply knowledge under pressure.
Core Framework

PHR Domain Framework

PHR (HRCI) tests operational HR implementation across six functional areas. The exam is heavily weighted toward US employment law, compliance procedures, and HR operational best practices.

  1. 01
    Business Management — HR metrics, compliance, project management basics
  2. 02
    Talent Planning & Acquisition — Recruiting, selection, onboarding
  3. 03
    Learning & Development — Training program design, needs assessment
  4. 04
    Total Rewards — Compensation, benefits, payroll compliance
  5. 05
    Employee Relations & Engagement — Performance management, disciplinary procedures
  6. 06
    Risk Management — Employment law compliance, safety, records management
Scenario Traps

Wrong instinct vs correct approach

A manager wants to terminate an employee who just disclosed a pregnancy
✕ Wrong instinct

Terminate if the documented performance issues predate the pregnancy disclosure

✓ Correct approach

Even with pre-existing documented performance issues, terminating immediately after pregnancy disclosure creates significant retaliation and discrimination risk. Consult legal counsel and ensure documentation is thorough before proceeding.

An employee working 35 hours per week is classified as exempt
✕ Wrong instinct

The exempt classification is valid since they're paid on salary

✓ Correct approach

Exempt status requires meeting both the salary test AND the duties test. Paying a salary is insufficient — the job duties must qualify under a specific exemption category.

A job posting requires 5 years of experience for an entry-level position
✕ Wrong instinct

This is standard practice and acceptable

✓ Correct approach

Requiring excessive experience for entry-level roles may create disparate impact. PHR expects HR to evaluate whether job requirements are bona fide occupational qualifications.

Quick Rules

Know these cold

  • ▸ Employment law thresholds — MLA 50+, ADA/Title VII 15+, ADEA 20+, FLSA universal
  • ▸ Exempt = salary test ($684/week) + duties test — both must be met
  • ▸ Disparate treatment = intentional; disparate impact = unintentional but disproportionate effect
  • ▸ COBRA — 0+ employees, 18 months for employees, 36 months for qualifying dependents
  • ▸ At-will employment exceptions — ontract, public policy, implied covenant
  • ▸ I-9 must be completed within 3 days of hire — never before the offer is accepted
  • ▸ Job requirements must be bona fide occupational qualifications — not just preferences
Self Check

Can you answer these without checking your notes?

In this scenario: "A manager wants to terminate an employee who just disclosed a pregnancy" — what should you do first?
Even with pre-existing documented performance issues, terminating immediately after pregnancy disclosure creates significant retaliation and discrimination risk. Consult legal counsel and ensure documentation is thorough before proceeding.
In this scenario: "An employee working 35 hours per week is classified as exempt" — what should you do first?
Exempt status requires meeting both the salary test AND the duties test. Paying a salary is insufficient — the job duties must qualify under a specific exemption category.
In this scenario: "A job posting requires 5 years of experience for an entry-level position" — what should you do first?
Requiring excessive experience for entry-level roles may create disparate impact. PHR expects HR to evaluate whether job requirements are bona fide occupational qualifications.
Failure Patterns

Common Exam Mistakes — What candidates get wrong

Misidentifying federal employment law applicability thresholds

FMLA applies to employers with 50+ employees within 75 miles. ADA applies to 15+ employees. ADEA applies to 20+ employees. Title VII applies to 15+ employees. Applying laws to employers below the threshold is a common PHR error.

Confusing exempt vs. non-exempt FLSA classifications

Exempt employees meet both the salary test ($684/week minimum) and the duties test (executive, administrative, professional, sales). Non-exempt employees receive overtime for hours over 40/week. Misclassification creates significant legal liability.

Mishandling at-will employment exceptions

Employment at-will allows termination for any reason, but there are critical exceptions: express or implied contract, public policy, implied covenant of good faith. Candidates who treat all at-will employment as unconditional miss wrongful termination nuances.

Confusing disparate treatment with disparate impact discrimination

Disparate treatment is intentional discrimination against a protected class. Disparate impact is neutral policies that disproportionately affect a protected class even without intent. They have different legal standards and remedies.

Misidentifying COBRA eligibility and continuation periods

COBRA covers employees of 20+ employee companies for 18 months (36 months for dependents of deceased/divorced employees). Candidates misidentify triggering events and continuation durations.

PHR tests operational HR compliance and implementation. Test whether your employment law knowledge is accurate.

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