In September 2025, the U.S. Department of Labor (DOL) released its semi-annual Unified Regulatory Agenda, outlining close to 150 proposals to put American workers and businesses first. The focus remains consistent: streamline compliance for employers while strengthening workplace protections for employees. For businesses operating in the U.S, there are several updates worth taking note of.
Worker Classification and Wage Protections
One of the most significant proposals involves redefining how independent contractors and joint employers are classified under the Fair Labour Standards Act (FLSA). Clearer rules on worker status and shared employer liability could reshape compliance strategies for businesses that rely on contractors or complex staffing structures.
The DOL is also reviewing the overtime exemption criteria for executive, administrative, professional, outside sales and computer employees. Any adjustments here could directly affect employee eligibility for minimum wage and overtime pay – an area that employers will need to watch closely.
Workplace Safety and Climate Considerations
As workplace safety continues to evolve, the DOL is developing new standards for heat injury and illness prevention across both indoor and outdoor environments to enhance worker safety in the recycling industry. The move reflects increasing awareness of climate-related risks and the need for preventative measures to safeguard employees.
Benefits, Transparency and ESG Considerations
Employers may also be affected by proposals designed to improve visibility within health and retirement benefit plans. These include:
- Stricter disclosure requirements on payments made to Pharmacy Benefit Managers (PBMs).
- Expanded consumer access to health plan pricing and cost-sharing information under the Transparency in Coverage initiative.
- A continued review of how fiduciaries can consider environmental, social, and governance (ESG) factors when making retirement plan investment decisions.
Enforcement Highlights
Alongside regulatory proposals, enforcement actions remain a priority:
- In Colorado, the DOL recovered $107,300 in back wages for restaurant staff denied overtime and tips.
- In Florida, a tree service contractor was penalised following a fatal wood chipper incident, reinforcing OSHA’s focus on serious workplace safety breaches.
The Equal Employment Opportunity Commission (EEOC) also secured several settlements in September, including:
- $460,000 from East Jordan Plastics for sexual harassment.
- $145,000 from Mid Atlantic Dairy Queen for similar allegations.
- $110,000 from Sunnybrook Union for race discrimination.
These actions underline federal agencies’ continued enforcement of wage, safety, and anti-discrimination laws across industries.
Key Takeaways
Together, these developments prove the U.S. government’s ongoing drive toward transparency, compliance, and safer working conditions.
For employers, this means keeping a close watch on upcoming changes and proactively assessing the impact on HR policies, payroll structures and compliance practices.
Simon Duff, Director at Leap29, shares his Perspective:
“The U.S. Labor Department’s latest regulatory agenda feels like a wake-up call for employers—especially those of us navigating complex workforce models. With nearly 150 proposals on the table, it’s clear that compliance, transparency, and worker protections are no longer just best practices—they’re expectations. From redefining contractor status to climate-related safety standards, the scope is wide and the impact real. It’s a lot to take in, but it also presents a chance to build stronger, fairer workplaces. For those willing to adapt, this could be a turning point toward more sustainable and people-focused business practices”
How Leap29 Can Help
Leap29’s U.S. Expansion Services can help your business navigate these changing employment laws and minimise the risk of non-compliance. Get in touch today to learn how we can support your expansion.
