DOL regulatory and deregulatory proposals affect employers

As part of the Trump administration’s second regulatory agenda, the Department of Labor (DOL) has proposed numerous regulatory and deregulatory proposals. The executive summary of the DOL’s agenda states the agency’s mission is advocating for workers by ensuring employers are held accountable for their legal obligations, while helping employers to understand and comply with the many laws and regulations affecting their workplaces. 

The newly published midyear regulatory agenda outlines nearly 150 proposals aimed at reducing the compliance burden on American employers while significantly altering how the labor force and workplace benefits are governed. HR leaders and business owners face a shifting compliance landscape. This article focuses primarily on the proposals for wage and hour law, the Office of Federal Contract Compliance Programs (OFCCP), and some changes proposed for the Occupational Safety and Health Administration (OSHA). 

Wage and hour proposals 

Independent contractor rule. Comments on the independent contractor proposal were closed on April 28, 2026. The final rule is scheduled to be issued in October 2026. The rule rescinded the 2024 Biden independent contractor rule and replaced it with a modified version of the 2021 Trump independent contractor rule. 

Joint employer rule. In April, the DOL proposed a new joint employer rule, with the comment period closing on June 22, 2026. The agenda doesn’t indicate when the rule will be finalized.