Navigating employment policy shifts in Trump 2.0

With each presidential change, employers are thrust into a ping-pong match of shifting directives. What was required under one administration may be discouraged or even prohibited under the next administration.

As Trump 2.0 completes its first year, business leaders are seeing a rapid recalibration of federal labor and employment priorities. With the White House expected to revive many of its earlier pro-business initiatives, the coming years will likely bring a move away from regulatory expansion and toward deregulation, employer flexibility, and economic growth. From the Equal Employment Opportunity Commission’s (EEOC) new enforcement posture to evolving Department of Labor (DOL) and National Labor Relations Board (NLRB) policies, employers face a dramatically different compliance landscape—one with a stated emphasis on merit-based opportunity, narrower interpretations of protected classes, and increased scrutiny of diversity, equity, and inclusion (DEI) programs.

For business leaders, HR professionals, and in-house counsel, this moment represents both opportunity and risk. Navigating the evolving legal terrain will require agility, strategic foresight, and careful compliance planning. Below are key developments across the major employment agencies.

New EEOC, new mandate