Coming up in 2025, there are several important employment law changes that managers should be aware of:
- Overtime Pay Threshold Increase: The Department of Labor (DOL) is expected to increase the salary threshold for overtime pay eligibility. Starting in early 2025, employees earning under $58,656 per year (up from $35,568) may become eligible for overtime pay under the Fair Labor Standards Act (FLSA). This is part of ongoing efforts to adjust pay standards and ensure fair compensation for workers.
- Workplace Violence Prevention in California: A new law in California will require employers to develop workplace violence prevention plans, track incidents, and ensure that appropriate safety measures are in place. This was inspired by increasing workplace violence and will take effect on January 1, 2025, affecting a variety of industries.
- Freelancer Protections: Another notable change in California is the expansion of protections for freelance workers. Starting in 2025, employers must provide written agreements specifying the terms of their contract with independent contractors, ensuring timely payments and legal protections for freelancers.
- Driver’s License Discrimination: Also in California, beginning in January 2025, employers will be prohibited from requiring a driver’s license for job applications unless driving is a specific job function and no alternative forms of transportation are feasible. This new law aims to reduce barriers for job seekers who may not have a driver’s license.
- Heat Protection Rollbacks in Florida: A controversial law in Florida will prevent local governments from enacting heat protections for outdoor workers. This legislation has drawn criticism from labor advocates who argue that it endangers the state’s outdoor workforce.
These are just a few examples of new employment regulations on the horizon for 2025. Depending on your location, there may be additional state-specific laws impacting workplace policies, employee classification, and discrimination standards.