Trump’s return could reshape U.S. workplace laws in 2025
WASHINGTON, D.C., UNITED STATES — The upcoming Donald Trump administration is poised to implement changes to workplace regulations as he prepares to return to the White House in 2025.
Labor policy shifts
One of the most notable changes will be the rebalancing of labor relations. Despite Trump’s campaign overtures to organized labor, his administration is expected to give employers more flexibility in the coming years.
A key early move will likely be the removal of current NLRB General Counsel Jennifer Abruzzo, whose ambitious agenda included restrictions on non-compete agreements and stay-or-pay provisions.
Safety and overtime regulations
The administration’s approach to workplace safety is expected to take a more relaxed stance. During Trump’s previous term, the number of Occupational Safety and Health Administration (OSHA) inspectors dropped to historic lows, and similar oversight reductions are anticipated.
Wage policies are also under scrutiny. Trump is unlikely to back a major hike in the federal minimum wage, though he may consider a modest increase aimed at appealing to working-class voters.
The fate of the new overtime rule, set to take effect in January 2025, remains uncertain. The rule would extend overtime coverage to approximately 4 million additional workers by raising the salary threshold for white-collar exemptions to nearly $59,000.
However, given Trump’s previous actions in 2017, when his administration effectively blocked a similar Obama-era overtime rule, the new regulations may be modified.
Immigration and workforce impact
Immigration reform will remain a central focus, with plans to implement stricter controls on foreign workforce programs. The administration is expected to create new obstacles for employers utilizing H-1B visas and increase penalties for those employing undocumented workers.
The proposed elimination of programs like Deferred Action for Childhood Arrivals (DACA) and Temporary Protected Status (TPS) could impact the workforce, potentially affecting over 500,000 workers.
AI regulation and worker classification
In the realm of artificial intelligence, Trump intends to scrap Biden’s AI executive order, framing it as a barrier to innovation. While this may ease federal regulations, state-level regulations and legal liability for businesses remain potential challenges.
The Trump administration is also poised to make it easier for businesses to classify workers as independent contractors. This move would reverse Biden-era policies that imposed stricter classification rules, providing more flexibility for companies in managing their workforce.
As Trump prepares for another term, employers should stay vigilant and ready for a wave of regulatory reversals that could reshape workplace practices in the coming years.
These changes signal a departure from current workplace policies, though their implementation may face challenges depending on Congressional control and existing regulatory procedures.
