Webinar Recap: Navigating the 2025 Legal Landscape (Updated 2/6/25)
As we move into 2025, the legal landscape is experiencing significant shifts. For businesses and individuals alike, staying informed about these updates is crucial for strategic planning and compliance. This blog post aims to give you a high level overview of insights from a recent webinar, highlighting the most pertinent changes and considerations to be aware of.
Wage and Worker Classification
It is likely the Department of Labor will introduce nuanced policy shifts:
- Overtime Exemptions: A rollback of Biden-era changes is anticipated. The Trump administration will likely maintain or even seek to reduce the salary threshold for white-collar overtime exemptions under the Fair Labor Standards Act (FLSA) at $35,568. This may impact how employers manage white-collar worker classifications.
- Independent Contractor Classification: The Trump administration is likely to revisit rules, potentially simplify the process for businesses to classify workers as independent contractors, and reduce regulatory burdens.
- Joint Employer Status: The test for identifying a joint employer may shift towards an “actual control” test rather than an “economic realities” test. The shifting tests will impact liability shared between entities.
Immigration and Employment Verification
Heightened scrutiny in employment verification will impact key industries, including hospitality, construction, and food processing. In order to best prepare, we recommend taking proactive measures like:
- Conduct comprehensive I-9 form audits
- Develop robust verification protocols
- Prepare for potential workplace investigations
Paid Leave Landscape
Current trends suggest:
- Limited national paid leave expansion
- Potential tax credit incentives for employer-provided leave programs
- Continued variability in state-specific paid sick leave requirements
Labor Law Changes
Anticipated National Labor Relations Board adjustments may influence:
- Handbook policy frameworks
- Social media and communication guidelines
- Non-solicitation agreement structures
- Workplace conduct and union interaction protocols
EEOC Policy
Expected shifts include:
- Recalibration of Diversity, Equity, and Inclusion (DEI) initiatives
- Nuanced approaches to religious and gender rights considerations
Navigating legal and regulatory changes requires strategic insight and preparedness. ProService Hawaii remains dedicated to empowering businesses with the knowledge and support necessary to thrive in a complex regulatory environment.
To get a more in-depth overview of these changing regulations, watch our on-demand webinar here.
Note: This blog is provided for informational purposes only. It is not for the purpose of establishing an attorney-client relationship or providing legal advice, and should not be relied upon as legal advice. As employment law is a dynamic and ever evolving field, you should contact an attorney to obtain advice with respect to any particular issue or problem. This information is up-to-date as of February 6, 2025.
