3 stories that explain the FLSA overtime rule — and how HR can prepare

As the July 1 effective date approaches, HR should determine which employees will be affected, attorneys say.
By Kate Tornone, Lead Editor - HR Dive

With just a few weeks left until the U.S. Department of Labor’s updated overtime rule takes effect, employers may want to have a plan in place.
The rule recently saw its first lawsuit, but HR professionals shouldn’t bank on its success or the success of other possible challenges, experts say; noncompliance could result in significant liability, attorneys previously wrote for HR Dive.
Below are three articles detailing DOL’s changes and suggested steps employers can take to prepare for the July 1 effective date.

DOL will raise overtime salary threshold to $44K in July, $59K next year​
The final rule expands overtime pay eligibility to millions of U.S. workers, the department said. Read the full article ➔

DOL’s ‘unprecedented,’ two-pronged overtime rule adds new HR wrinkles
Employers must decide whether to incrementally comply with the rule’s salary threshold updates or move straight to compliance with the higher 2025 threshold, attorneys told HR Dive. Read the full article ➔

A new overtime threshold takes effect in mere weeks. HR should assess its impact now.
Expecting DOL’s rule to be blocked by July 1 and taking no action could result in millions in liability exposure for even a few misclassified employees, Farella Braun + Martel attorneys write. Read the full article ➔