{"id":7556,"date":"2024-04-25T08:30:19","date_gmt":"2024-04-25T12:30:19","guid":{"rendered":"https:\/\/employerdefensereport.com\/?p=7556"},"modified":"2026-03-20T11:56:00","modified_gmt":"2026-03-20T15:56:00","slug":"dol-finalizes-overtime-rule-significantly-increasing-salary-level-basis-threshold-for-flsa-overtime-exemptions","status":"publish","type":"post","link":"https:\/\/www.connmaciel.com\/employer-defense-report\/dol-finalizes-overtime-rule-significantly-increasing-salary-level-basis-threshold-for-flsa-overtime-exemptions\/","title":{"rendered":"DOL Finalizes Overtime Rule \u2013 Significantly Increasing Salary Level Basis Threshold for FLSA Overtime Exemptions"},"content":{"rendered":"<p>By <a href=\"https:\/\/www.connmaciel.com\/deacon\" target=\"_blank\" rel=\"noopener\">Daniel C. Deacon<\/a><\/p>\n<p>On April 23, 2024, the U.S. Department of Labor (\u201cDOL\u201d) finally released its <span style=\"text-decoration: underline;\"><a href=\"https:\/www.dol.gov\/sites\/dolgov\/files\/WHD\/flsa\/ot-541-final-rule.pdf\" target=\"_blank\" rel=\"noopener\">final rule<\/a><\/span> raising the salary threshold for overtime exemptions titled Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales and Computer Employees.\u00a0 <a href=\"http:\/\/employerdefensereport.connmaciel.stagingarea.org\/wp-content\/uploads\/sites\/2\/2024\/04\/Screenshot-2024-04-24-223813-1.png\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" title=\"Screenshot 2024 04 24 223813 1 300x269\" class=\" wp-image-7568 alignright\" src=\"http:\/\/employerdefensereport.connmaciel.stagingarea.org\/wp-content\/uploads\/sites\/2\/2024\/04\/Screenshot-2024-04-24-223813-1-300x269.png\" alt=\"Screenshot 2024 04 24 223813 1 300x269\" width=\"353\" height=\"317\" srcset=\"https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2024\/04\/Screenshot-2024-04-24-223813-1-300x269.png 300w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2024\/04\/Screenshot-2024-04-24-223813-1.png 650w\" sizes=\"(max-width: 353px) 100vw, 353px\" \/><\/a>The rule will <strong>phase in the new salary threshold in two steps over the next eight months, and automatically update it every three years thereafter based on Census data. The increase in the salary level basis threshold is a dramatic shift from the current threshold.\u00a0 As such, employers should audit their current wage practices promptly to ensure they are compliant with the new rule, as the first increase is set to take effect in just over two months on July 1, 2024.<\/strong><\/p>\n<h4><strong>Overview of the Executive, Administrative, and Professional Employees Overtime Exemption<\/strong><\/h4>\n<p>Unless specifically exempted under the FLSA, U.S. hourly workers are entitled to be paid no less than time-and-half their regular rate of pay for all hours worked in excess of 40 hours a week.\u00a0 The additional income is called \u201covertime pay.\u201d<\/p>\n<p>However, up until now, a certain subset of employees \u2013 i.e. executive, administrative, and professional workers, are exempt from the FLSA\u2019s overtime pay requirements provided they satisfy all three of the following tests:<!--more--><\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li><em>The Salary Basis Test.\u00a0<\/em>Employees must be paid a salary \u2013 i.e., a predetermined and fixed amount that is not subject to reduction because of variations in the quality or quantity of work performed.<\/li>\n<li><em>The Salary Level Basis Test. <\/em>Employees must earn at least $684 per week, or $35,568 per year.<\/li>\n<li><em>The Duties Test. <\/em>Employees\u2019 duties must primarily involve executive, administrative, or professional duties as defined by the regulations. There is a less restrictive duties test for certain highly compensated employees (\u201cHCE\u201d) \u2013 those who are paid at least $107,432 annually and at least $684 per week.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>DOL\u2019s final rule significantly increases the salary-level basis thresholds for the executive, administrative, and professional workers exemption and the highly compensated employee exemption.<\/p>\n<h4><strong>Overview of DOL\u2019s Changes to Salary-Level Basis Test<\/strong><\/h4>\n<p>On August 30, 2023, DOL proposed to change the minimum salary threshold under the salary level basis test.\u00a0 The salary basis test was modified previously in 2019 where the minimum salary for an exempt employee was increased from $455 per week to $684 per week.\u00a0 The changes also included a provision for total annual compensation for HCEs, which was increased from $100,000 to $107,432 per year.\u00a0\u00a0 The 2019 FLSA regulations also allowed employers to use non-discretionary bonuses and incentive payments, including commissions, which are paid at least annually, to satisfy up to 10% of an employee\u2019s standard salary when considering exempt status.<\/p>\n<p>Fast forward a little over four years later, and DOL has increased the salary level test threshold again, and in a significant way.\u00a0 The final rule will raise the threshold to the equivalent of a $43,888 annual salary on July 1,2024 and then to the equivalent of $58,656 on January 1, 2025, based on a new methodology. Those figures represent a significant increase from the current rate of $684 a week or $35,568 a year.\u00a0 The 2025 update is aligned with the 35<sup>th<\/sup> percentile of weekly earnings of full-time salaried workers in the lowest-wage U.S. Census region, which is the Southern United States.<\/p>\n<p>The rule will also raise the overtime salary threshold for HCEs from $107,432 to $132,964 on July 1, 2024 and then to $151,164 on January 1, 2025, which is aligned with the 85th percentile of salaried workers nationally.<\/p>\n<table width=\"658\">\n<tbody>\n<tr>\n<td colspan=\"4\" width=\"658\">\n<p style=\"text-align: center;\"><strong>Salary Level Threshold Changes 2004-2025<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"154\">\n<p style=\"text-align: center;\"><strong>2004<\/strong><\/p>\n<\/td>\n<td width=\"174\">\n<p style=\"text-align: center;\"><strong>Jan. 1, 2020 <\/strong><\/p>\n<\/td>\n<td width=\"168\">\n<p style=\"text-align: center;\"><strong>July 1, 2024<\/strong><\/p>\n<\/td>\n<td width=\"162\">\n<p style=\"text-align: center;\"><strong>Jan. 1, 2025<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"154\">\n<p style=\"text-align: center;\">$455 per week<\/p>\n<p style=\"text-align: center;\">($23,660 annually)<\/p>\n<\/td>\n<td style=\"text-align: center;\" width=\"174\">$684 per week<\/p>\n<p>($35,568 annually)<\/td>\n<td style=\"text-align: center;\" width=\"168\">$844 per week<\/p>\n<p>($43,888 annually)<\/td>\n<td width=\"162\">\n<p style=\"text-align: center;\">$1,128 per week<\/p>\n<p style=\"text-align: center;\">($58,656 annually)<\/p>\n<\/td>\n<\/tr>\n<tr>\n<td colspan=\"4\" width=\"658\">\n<p style=\"text-align: center;\"><strong>Highly Compensated Employee Exemption<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td width=\"154\">\n<p style=\"text-align: center;\"><strong>2004<\/strong><\/p>\n<\/td>\n<td style=\"text-align: center;\" width=\"174\"><strong>Jan. 1, 2020 <\/strong><\/td>\n<td style=\"text-align: center;\" width=\"168\"><strong>July 1, 2024<\/strong><\/td>\n<td width=\"162\">\n<p style=\"text-align: center;\"><strong>Jan. 1, 2025<\/strong><\/p>\n<\/td>\n<\/tr>\n<tr>\n<td style=\"text-align: center;\" width=\"154\">$100,000<\/td>\n<td style=\"text-align: center;\" width=\"174\">$107,432<\/td>\n<td style=\"text-align: center;\" width=\"168\">$132,964<\/td>\n<td width=\"162\">\n<p style=\"text-align: center;\">$151,164<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>DOL estimates that the rule will benefit nearly 4.3 million workers \u2013 with the largest number of impacted workers being employed in professional and business services, health care and social services, and financial activities<strong>\u00a0<\/strong><\/p>\n<h4><strong>Automatic Triennial Updates <\/strong><\/h4>\n<p>Importantly, automatic updates will take place every three years based on the latest earnings data. Previously, DOL updated the threshold through formal rulemaking. Going forward, DOL now will look at the available U.S. Census salary data every three years and publish a new threshold. That threshold might be delayed in some circumstances when unforeseen economic or other conditions warrant, but future changes will otherwise take effect automatically. DOL believes that this updating mechanism will ensure the earnings thresholds keep pace with changes in earnings and remain useful in the future in helping to delineate executive, administrative, or professional (\u201cEAP\u201d) employees from non-EAP employees and the triennial updates would provide greater certainty and predictability for the regulated community.<\/p>\n<h4><strong>No Changes to Duties Test<\/strong><\/h4>\n<p>DOL has again decided to make no changes to the duties test.\u00a0 Therefore, employers must continue to evaluate the responsibilities of an employee to determine whether they primarily perform duties appropriately characterized as executive, administrative, or professional.\u00a0 Even though the test has not been altered and remains a qualitative assessment, its application will likely be under scrutiny as the DOL oversees and enforces this final rule.\u00a0 \u00a0\u00a0<strong>\u00a0<\/strong><\/p>\n<h4><strong>Legal Challenges<\/strong><\/h4>\n<p>A legal challenge is likely given the manner in which DOL promulgated this rule. Stakeholders successfully challenged a similar proposal by the Obama Administration, which in 2016 sought to raise the salary threshold to $47,476 with automatic triennial increases. <a href=\"https:\/\/pacificlegal.org\/case\/doj-overtime-rule-nondelegation\/\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" title=\"Screenshot 2024 04 24 224130 300x225\" class=\" wp-image-7562 alignright\" src=\"http:\/\/employerdefensereport.connmaciel.stagingarea.org\/wp-content\/uploads\/sites\/2\/2024\/04\/Screenshot-2024-04-24-224130-300x225.png\" alt=\"Screenshot 2024 04 24 224130 300x225\" width=\"431\" height=\"323\" srcset=\"https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2024\/04\/Screenshot-2024-04-24-224130-300x225.png 300w, https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2024\/04\/Screenshot-2024-04-24-224130.png 688w\" sizes=\"(max-width: 431px) 100vw, 431px\" \/><\/a>The U.S. District Court in the Eastern District of Texas found that the updated salary threshold was so high that it made the job duties portion of the exemption test irrelevant.\u00a0 <em>Nevada v. Dep\u2019t of Labor<\/em>, 275 F.Supp.3d 795 (E.D. Texas 2017). The court held that DOL did not lack the authority to set a salary threshold, but that the Department lacked authority to set a salary threshold so high that it defeated the purpose of the FLSA to establish a functional test for exempt status based upon job duties. \u00a0Furthermore,\u00a0<span style=\"text-decoration: underline;\"><a href=\"https:\/\/pacificlegal.org\/case\/doj-overtime-rule-nondelegation\/\">a restaurant owner sued the Department of Labor<\/a><\/span> in 2022, arguing that the DOL exceeds its authority by imposing the current overtime exemption salary level test that took effect in 2020. A lower court ruled in favor of the DOL, but it was appealed to in the U.S. Court of Appeals for the Fifth Circuit and is ongoing.\u00a0 The $58.656 salary thresholds schedule to take effect on Jan. 1, 2025 is almost 20% higher than the $47,476 salary threshold proposed under the Obama administration, which will draw close scrutiny from a court.<\/p>\n<h4><strong>Potential Impact on State Wage &amp; Hour Laws<\/strong><\/h4>\n<p>States are permitted to have their own wage and hour laws, as long as those laws provide more protections for employees than the federal laws.\u00a0 If the proposed federal regulations survive legal challenges, those updated federal regulations could be more protective than some current state and local laws. In such case, those state and local laws will also need to change.<\/p>\n<p>One notable change from the initial proposed rule is that the new rule does not apply the salary level changes to the U.S. territories of Puerto Rico, Guam, the U.S. Virgin Islands, and the Northern Mariana Islands.\u00a0 DOL will address the salary threshold in those jurisdictions through a separate rulemaking.<\/p>\n<h4><strong>Practical Takeaways<\/strong><\/h4>\n<p>Beginning July 1, 2024, any exempt employee making less than $844 per week, or $43,888 per year, must be (1) paid total compensation equal to the new salary threshold; or (2) reclassified as a non-exempt employee, who will be entitled to overtime pay. The new rule will almost certainly increase the number of nonexempt employees, especially in certain areas of the country, and broaden the types of jobs that will be entitled to overtime pay.\u00a0 As such, employers should prepare for the proposed rule and consider doing the following:<\/p>\n<ul>\n<li style=\"list-style-type: none;\">\n<ul>\n<li>Review employee classifications to determine which employees qualify as exempt under the executive, administrative, and professional exemptions.<\/li>\n<li>Identify whether any of the covered employees make less than $55,068 per year, as you will need to convert them to non-exempt status or phase in salary increases following the rule\u2019s two step salary level basis increases.<\/li>\n<li>Determine how you will track the hours worked by affected employees and manage the payment of overtime.<\/li>\n<li>If feasible, consider raising affected employees\u2019 salaries to at least $58,656 per year, such that they will remain exempt.<\/li>\n<li>Review policies and procedures covering affected employees to ensure the guidance and rules contained therein will remain appropriate if those workers become eligible for overtime \u2013 e.g., policies that concern the use of company-issued mobile devices or access to company resources, such as email, outside of regular work hours.<\/li>\n<li>Train affected employees on the company\u2019s timekeeping policies and practices.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>Our <a href=\"https:\/\/www.connmaciel.com\/labor-and-employment\" target=\"_blank\" rel=\"noopener\">Labor and Employment practice<\/a> will continue to monitor the impact of final rule on employers and any legal challenges that may be filed.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>By Daniel C. Deacon On April 23, 2024, the U.S. Department of Labor (\u201cDOL\u201d) finally released its final rule raising the salary threshold for overtime exemptions titled Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside&hellip;<\/p>\n","protected":false},"author":7,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[813],"tags":[],"class_list":["post-7556","post","type-post","status-publish","format-standard","hentry","category-wage-hour-compliance"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>DOL Finalizes Overtime Rule \u2013 Significantly Increasing Salary Level Basis Threshold for FLSA Overtime Exemptions - Employer Defense Report<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.connmaciel.com\/employer-defense-report\/dol-finalizes-overtime-rule-significantly-increasing-salary-level-basis-threshold-for-flsa-overtime-exemptions\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"DOL Finalizes Overtime Rule \u2013 Significantly Increasing Salary Level Basis Threshold for FLSA Overtime Exemptions - Employer Defense Report\" \/>\n<meta property=\"og:description\" content=\"By Daniel C. Deacon On April 23, 2024, the U.S. Department of Labor (\u201cDOL\u201d) finally released its final rule raising the salary threshold for overtime exemptions titled Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside&hellip;\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.connmaciel.com\/employer-defense-report\/dol-finalizes-overtime-rule-significantly-increasing-salary-level-basis-threshold-for-flsa-overtime-exemptions\/\" \/>\n<meta property=\"og:site_name\" content=\"Employer Defense Report\" \/>\n<meta property=\"article:published_time\" content=\"2024-04-25T12:30:19+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-03-20T15:56:00+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.connmaciel.com\/employer-defense-report\/wp-content\/uploads\/sites\/2\/2024\/04\/Screenshot-2024-04-24-223813-1.png\" \/>\n\t<meta property=\"og:image:width\" content=\"650\" \/>\n\t<meta property=\"og:image:height\" content=\"582\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Daniel C. 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