The Department of Labor made several significant rule changes in 2026. I am tracking each one as it develops, and pulling the three that matter most for employers into one place below.
DOL Rescinds the 2024 Overtime Rule
The 2024 rule that would have raised the salary threshold for exempt employees to $1,128 a week has been rescinded. The threshold is back to $684 a week, but employers who already reclassified workers or raised salaries in anticipation of the change need a plan for what happens next.
DOL’s 2026 Independent Contractor Rule
DOL issued updated guidance in 2026 on worker classification that is already shaping enforcement priorities in southern states. Getting a worker’s status wrong is one of the fastest ways to trigger a wage and hour audit, and this rule changes how DOL investigators evaluate that call.
DOL’s Proposed Joint Employer Rule
DOL has proposed changes to how joint employer status is determined under the FLSA, FMLA, and MSPA. If finalized, this would expand who can be held liable for wage and hour violations, which matters most for staffing agencies and agricultural employers who rely on labor contractors.
I will keep updating this page as each of these rules moves forward. If you want a plain-English read on how any of these changes affect your specific business, book a free consultation.