Employment Law Guide Dol

Bonisiwe Shabane

-Nov 1, 2025, 3:56 PM

For workplace safety and health, please call 800-321-6742; for mine safety and health, please call 800-746-1553; for Job Corps, please call 800-733-5627 and for Wage and Hour, please call 1-866-487-9243 (1 866-4-US-WAGE). This website is currently not being updated due to the suspension of Federal government services. The last update to the site was 10/1/2025. Updates to the site will start again when the Federal government resumes operations. Prepared by the Office of the Assistant Secretary for Policy This Guide describes the major statutes and regulations administered by the U.S.

Department of Labor (DOL) that affect businesses and workers. The Guide is designed mainly for those needing "hands-on" information to develop wage, benefit, safety and health, and nondiscrimination policies for businesses. Statutory and regulatory changes will occur over time, which may affect the information in this Guide. For the latest information on all laws check this site periodically. Note: Under the authority of the Occupational Safety and Health Act, OSHA has issued a number of safety standards that address such matters as field sanitation, overhead protection for operators of agricultural tractors, grain... Contact the local OSHA office(http://www.osha.gov/html/RAmap.html) for more detail (1-800-321-OSHA).

Learn about laws that protect your employment and your safety on the job. Learn about the federal and state laws that protect you from unfair and unwelcome treatment at work. Federal laws require employers to act fairly and protect the health of employees. Review this chart for an overview of the most common laws. Workers' compensation (workers’ comp) can help you if you experience a job-related injury or illness. Learn about the benefits and where to file a claim.

If you feel that you have been wrongfully fired from a job or let go from an employment situation, learn about your state's wrongful discharge laws. For workplace safety and health, please call 800-321-6742; for mine safety and health, please call 800-746-1553; for Job Corps, please call 800-733-5627 and for Wage and Hour, please call 1-866-487-9243 (1 866-4-US-WAGE). This website is currently not being updated due to the suspension of Federal government services. The last update to the site was 10/1/2025. Updates to the site will start again when the Federal government resumes operations. Each chapter in this Guide describes the requirements of a major statute enforced by the Department of Labor.

The chapters in the first five parts of the Guide are organized by type of labor standard; the remaining two parts address those laws that apply only to employers holding Federal contracts. The parts are: There is also an Index that refers to selected chapters that for the most part apply only to certain industries, i.e., Agriculture, Mining and Construction. Each chapter discusses: (1) which employers or employees are covered by the statute; (2) the statute's basic provisions and requirements; (3) employee rights; (4) recordkeeping, reporting, notice and poster requirements; (5) penalties or sanctions... The chapters contain links to more detailed information, such as the texts of statutes, regulations, and interpretative bulletins, which can be found on DOL agencies' websites. To understand their full responsibilities under each statute, users should refer to these more detailed materials.

In April 2024, the Department of Labor (DOL) issued its final rule raising the threshold salary requirements under the Fair Labor Standards Act (FLSA) for employees classified as exempt from overtime pay when working... The 2024 rule, scheduled to take effect July 1, 2024, increases the salary thresholds for the executive, administrative, and professional (EAP) exemptions, and highly compensated exemption (HCE). Specifically, the 2024 rule increases the EAP exemptions from $684 per week ($35,568 per year) to $844 per week ($43,888 per year) effective July 1st, and a subsequent increase on January 1, 2025, to... For the HCE, the salary threshold will increase from $107,432 per year to $132,964 per year on July 1st, and a subsequent increase on January 1, 2025, to $151,164 per year.Continue Reading Court Scrutiny... On April 7th, the United States Department of Labor issued detailed guidance and model notices to assist employers in implementing the COBRA premium assistance requirement under Section 9501 of the American Rescue Plan Act... The ARP requires employers to provide a 100 percent COBRA premium subsidy – between April 1, 2021 and Sept.

30, 2021 – for employees whose reduction in hours or involuntary termination of employment makes them eligible for COBRA continuation coverage during this period. An employer or plan to whom COBRA premiums are payable, advances the COBRA premium and is then entitled to a tax credit for the amount of the premium assistance provided.Continue Reading American Rescue Plan... On January 6, 2021, the Department of Labor (DOL) announced its final rule seeking to make it easier to classify workers as independent contractors. The distinction is not without difference, as the federal Fair Labor Standards Act (FLSA) and many of its state analogues only protect employees, but do not extend to independent contractors – including many gig... However, as made clear by the new rule, merely identifying a worker as an “independent contractor” does not mean the employer is off the hook. Continue Reading Better Classification for our Economic Reality

Although Congress had the opportunity to extend the requirement that companies with 500 or fewer employees provide paid medical leave and family leave to workers impacted by COVID-19, it did not do so; and... The eleventh hour stimulus package did keep in place, through March 31, 2021, the tax credit to employers who voluntarily continue to provide this paid benefit. Workers are protected by laws and rules covering workers' wages, working conditions, overtime pay, and prevailing wage on public works construction projects. Workers are entitled to protection from discrimination. L&I handles safety & health, wage & hour, and some other types of workplace discrimination. Washington State does not require employers to provide leave or pay for holidays, vacations, or bereavement.

TUMWATER — Washington’s minimum wage will rise 2.8 percent next year, to $17.13 an hour. The Washington State Department of Labor & Industries (L&I) announced the increase today; it takes effect Jan. 1, 2026. TUMWATER – A change taking effect today greatly expands workplace protections involving equal pay and promotion discrimination to a much broader range of workers in Washington. There are many federal, state and local laws that affect the American workplace, and it is important for employers to know where to go for help in understanding their responsibilities under these laws. The U.S.

Department of Labor (DOL) administers and enforces most federal employment laws, including those covering wages and hours of work, safety and health standards, employee health and retirement benefits, and federal contracts. Several other federal agencies also administer laws affecting employment issues. For example, the U.S. Equal Employment Opportunity Commission (EEOC) enforces many of the laws ensuring nondiscrimination in the workplace, and the National Labor Relations Board (NLRB) administers the primary law governing relations between unions and employers. Most workplace laws apply the same way to all employees, whether or not they have disabilities. However, some laws apply specifically to employees with disabilities, such as the Americans with Disabilities Act (ADA) and the Rehabilitation Act.

Some laws, such as the Family and Medical Leave Act (FMLA) and state Workers' Compensation laws, apply to all employees but have disability-related implications when employees are injured or become disabled on the job. Employment laws can be complex, and understanding and implementing them can seem very challenging , especially for small businesses. DOL and other federal agencies have numerous resources and materials that can help. Department of Labor — DOL is committed to providing America's employers, workers, job seekers and retirees with clear and easy-to-access information on how to be in compliance with federal employment laws. This information, often referred to as "compliance assistance," is delivered through a variety of tools and resources: The Department of Labor (DOL) administers federal labor laws to guarantee workers' rights to fair, safe, and healthy working conditions, including minimum hourly wage and overtime pay, protection against employment discrimination, and unemployment insurance.

For workplace safety and health, please call 800-321-6742; for mine safety and health, please call 800-746-1553; for Job Corps, please call 800-733-5627 and for Wage and Hour, please call 1-866-487-9243 (1 866-4-US-WAGE). This website is currently not being updated due to the suspension of Federal government services. The last update to the site was 10/1/2025. Updates to the site will start again when the Federal government resumes operations. elaws is a set of interactive, online tools to help employers and employees learn more about their rights and responsibilities under numerous Federal employment laws. The elaws Advisors are one of a number of tools developed to further DOL's dedication to provide clear, accurate and accessible information on its laws and protect the wages, health benefits, retirement security, safety...

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Employment Law Guide Dol

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The Chapters In The First Five Parts Of The Guide