The Cost of an Overtime Exemption for Employees May Be Increasing

9.25.2023

Before Labor Day, the U.S. Department of Labor (“DOL”) unveiled its Proposed Exemption Rule (“PER”), which will revise the Fair Labor Standards Act’s overtime exemption salary threshold for executive, administrative, and professional employees.

The Proposed Changes:

  1. Increase the minimum salary from $684 per week ($35,568 per year) to $1,059 per week ($55,068 per year).
  2. Increase the Highly Compensated Employee exemption amount from $107,432 per year to $143,988 per year.
  3. A triennial automatic update to these thresholds. 
  4. Additional updates to salary levels in U.S. territories and for employees in the motion picture industry.

The Duties Test for each exemption remains the same.

The next step in the process is a 60-day public comment period for the PER. The public comment period will end on November 7, 2023. The final rule will not be published until several months after the conclusion of the comment period. Then, if the new rules are not challenged by Congress or the courts, the effective date would be approximately 60-90 days later. 

Takeaway: Employers should consider providing comments regarding the changes. Simultaneously, employers should begin thinking about the steps needed to comply if the changes become effective. Employers with questions can contact Tracy Armstrong or another member of the Wilentz Employment Law Team.

Tags: Employee OvertimeU.S. Department of Labor (DOL)Fair Labor Standards Act

BLOG DISCLAIMER

The postings on this blog were created for general informational purposes only and do not constitute legal advice or a solicitation to provide legal services.  Although we attempt to ensure that the postings are complete, accurate, and current as of the time of publication, we assume no responsibility for their completeness, accuracy, or timeliness.  The information in this blog is not intended to create, and receipt of it does not constitute, a lawyer-client relationship.  Readers should not act upon this information without seeking professional legal counsel.

This blog may contain links to independent third party websites and services, including social media. We provide these links for your convenience, and you access them at your own risk.  We have no control over and do not monitor the content or policies (including privacy policies) of these third-party websites and have no responsibility for, and no liability with respect to, their content, accuracy, or reliability.  Unless expressly stated, we do not endorse any of the linked websites or any product, service, or publication referenced herein or therein.  We will remove a link to any site from this blog upon request of the linked entity.

We grant permission to readers to link to this blog so long as this blog is not misrepresented. This site is not sponsored or associated with any other site unless so identified.

If you wish for Wilentz, Goldman & Spitzer, P.A., to consider representing you, please obtain contact information from the Contact Us area of this blog or go to the firm’s website at www.wilentz.com.  One of our lawyers will be happy to discuss the possibility of representation with you. However, the authors of Wilentz blogs are licensed only in New Jersey and/or New York and do not wish to represent anyone who viewed this site in a state where the site fails to comply with all laws and ethical rules of that state.

Sign Up

Tracy Armstrong Photo

Tracy Armstrong
Co-Chair, Employment Law Team
Shareholder
732.855.6020