Unified Agenda
Department of Labor: 2026 Regulatory Agenda
Every rulemaking the DOL has on its regulatory agenda in the 2026 Unified Agenda. Proposed rules, final rules, and long-term actions, each with the agency's own summary and its latest status.
Source: the 2026 Regulatory Plan and Unified Agenda, published by OIRA on July 3, 2026 (reginfo.gov). The DOL lists 144 active actions plus 21 completed this cycle. Refreshed as the agenda changes.
Regulatory Plan marks the agency’s most significant planned actions, singled out by OIRA in the Regulatory Plan that accompanies this edition.
What changed since the Spring 2025 agenda
Between editions, the DOL added 34 new rules, changed the stage on 61, and dropped 21 from the agenda. The official agenda only shows you today’s snapshot. We keep the history, so you can see what actually moved.
- New this edition. Amending 29 CFR Part 785 – Hours Worked Under the Fair Labor Standards Act (FLSA) (entered the Long-Term stage)
- Moved. Adverse Effect Wage Rate Methodology for the Temporary Employment of H-2A Nonimmigrants in Non-Range Occupations in the United States (Proposed Rule to Final Rule)
- Moved. Aerial Tramways (Proposed Rule to Final Rule)
and 113 more changes this edition, including 21 rules that dropped off the agenda entirely.
Track the DOL agenda freeSignificant, priority, and finalized rules are shown in full below. Routine actions are condensed to a line, with full summaries for every rule on the dashboard.
Slated for a final rule. Several have already published in the Federal Register, which we mark on each; the rest are still pending.
Adverse Effect Wage Rate Methodology for the Temporary Employment of H-2A Nonimmigrants in Non-Range Occupations in the United States
The Department of Labor (DOL) amended its regulations governing the certification of agricultural labor or services to be performed by temporary foreign workers in H-2A nonimmigrant status (H-2A workers). Specifically, the Department amended its regulations to revise the methodology by which it determines the Adverse Effect Wage Rates (AEWRs) for non-range agricultural occupations through an Interim Final Rule issued October 2, 2025. DOL intends to issue a final rule after considering all of the comments received.
Status: Final rule published in the Federal Register on October 2, 2025
Application of the Fair Labor Standards Act to Domestic Service
Section 13(a)(15) of the Fair Labor Standards Act (FLSA or the Act) provides an exemption from the Act's minimum wage and overtime pay requirements for domestic service employees engaged in providing companionship services for individuals who (because of age or infirmity) are unable to care for themselves. Section 13(b)(21) of the FLSA provides an exemption from the Act's overtime pay requirement for domestic service employees who reside in the household in which they provide services. In this rulemaking, the Department proposes to rescind a 2013 rule which, among other changes, precluded third-party employers from claiming either exemption and established limits on the amount of certain types of duties that exempt companions could perform. See 78 FR 60454 (Oct. 1, 2013).
Status: Proposed rule published on July 2, 2025
Emergency Response
The Occupational Safety and Health Administration (OSHA) currently regulates aspects of emergency response and preparedness; some of these standards were promulgated decades ago, and none were designed as comprehensive emergency response standards. Consequently, they do not address the full range of hazards or concerns currently facing emergency responders and other workers providing skilled support, nor do they reflect major changes in performance specifications for protective clothing and equipment. The agency acknowledges that current OSHA standards also do not reflect all the major developments in safety and health practices that have already been accepted by the emergency response community and incorporated into industry consensus standards. The regulatory effort began in 2007 with a Request for Information (RFI). In July 2014, OSHA hosted two stakeholder meetings with participants representing a broad range of emergency responders as well as allied stakeholders such as State Plan representatives, skilled support workers, and law enforcement. Given the broad support and interest seen during the stakeholder meetings, OSHA decided to move forward with a comprehensive proposed standard for emergency response. In September 2015, OSHA requested, and NACOSH designated, a subcommittee made up of major stakeholders and charged with developing proposed regulatory text. The subcommittee held six meetings over the course of a year. In December 2016, the full NACOSH committee reviewed and approved the recommendations for a proposed rule developed by the subcommittee. The committee recommended to the Secretary that OSHA proceed with rulemaking, using the subcommittee's regulatory text as a basis for the rule. In October 2021, a Small Business Advocacy Review (SBAR) panel was assembled, as required by the Small Business Regulatory Enforcement Fairness Act of 1996 (SBREFA); SBREFA was concluded in December 2021. OSHA published a Notice of Proposed Rulemaking (NPRM) in February 2024. To encourage and increase stakeholder feedback regarding the proposed rule, OSHA twice extended the original 90-day public comment period by a total of 76 days: from May 6 until July 22, 2024. The agency also held an 11-day informal public hearing beginning on November 12, 2024. Testimony was provided by 266 stakeholders from around the country who provided their input, shared data, and expressed their opinions. The post-hearing written comment period concluded on January 17, 2025, OSHA is currently making revisions based on the analysis of the testimony and evidence provided during this public hearing and post-hearing comment period.
Status: Proposed rule published on July 23, 2024
Exemption for Certain Automatic Portability Transactions
Section 120 of SECURE 2.0 Act of 2022 amends section 4975 of the Internal Revenue Code (Code) to add a statutory exemption for the receipt of fees and compensation by the automatic portability provider for services provided in connection with an automatic portability transaction, as defined. This regulation implements the purposes of these amendments. With certain exceptions not relevant here, section 102 of Reorganization Plan No. 4 of 1978 transfers all authority of the Secretary of Treasury to issue regulations, rulings, opinions, and exemptions under section 4975 of the Code to the Secretary of Labor. To inform this action, the Department conducted pre-rule outreach with stakeholders to learn about issues they believe should be addressed in the Department's guidance. To provide stakeholders with another meaningful opportunity to engage in the regulatory process, the NPRM included a 60-day public comment period, The Department received thirteen comments in response and is taking the public's input into account as it works to draft a final regulation.
Status: Proposed rule published on January 29, 2024
Increasing the Minimum Wage for Federal Contractors; Rescission of Regulations
On March 14, 2025, President Trump issued Executive Order 14236, Additional Rescissions of Harmful Executive Orders and Actions (90 FR 13037), which revoked, among other items, Executive Order 14026 of April 27, 2021, Increasing the Minimum Wage for Federal Contractors (86 FR 22835). Pursuant to section 2(d) of Executive Order 14236, the Department of Labor is no longer enforcing Executive Order 14026 or the implementing rule (29 CFR part 23) and will take steps, including rescinding 29 CFR part 23, to implement and effectuate the revocation of Executive Order 14026.
Agenda status: Final Action (planned)
Independent Dispute Resolution Operations
This document finalizes rules related to certain provisions of the No Surprises Act regarding the Federal independent dispute resolution (IDR) process, which was established as part of the Consolidated Appropriations Act, 2021 (CAA). This rule sets forth new requirements relating to the disclosure of information that group health plans and health insurance issuers offering group or individual health insurance coverage must include along with the initial payment or notice of denial of payment for certain items and services subject to the surprise billing protections in the No Surprises Act. This rule also requires plans and issuers to communicate information by using claim adjustment reason codes (CARCs) and remittance advice remark codes (RARCs), as specified in guidance, when providing any paper or electronic remittance advice to an entity that does not have a contractual relationship with the plan or issuer. This document also amends certain requirements related to the open negotiation period preceding the Federal IDR process, the initiation of the Federal IDR process, the Federal IDR dispute eligibility review, and the payment and collection of administrative fees and certified IDR entity fees. This document also defines bundled payment arrangements, amends requirements related to batched items and services, and amends the rules for extensions of timeframes due to extenuating circumstances. Additionally, this document requires plans and issuers to register in the Federal IDR portal.
Status: Final rule published in the Federal Register on June 4, 2026
Prohibiting Illegal Discrimination in Registered Apprenticeship Programs
The Department issued a notice of proposed rulemaking (NPRM) to remove undue regulatory burdens on registered apprenticeship programs sponsors. The Department's proposal rescinds certain regulatory provisions that it believes present legal vulnerabilities and includes conforming technical changes to the Department's regulation that addresses Labor Standards for the Registration of Apprenticeship Programs. The proposed rule streamlines and simplifies sponsors' obligations to combat illegal discrimination in registered apprenticeship, while maintaining broad and effective nondiscrimination protections for apprentices and those seeking entry into registered apprenticeship programs.
Status: Proposed rule published on July 2, 2025
Removal of 1910 Subpart U (COVID-19 in Healthcare Settings)
The Occupational Safety and Health Administration (OSHA) promulgated the COVID-19 Emergency Temporary Standard (ETS) in subpart U of 29 CFR 1910 in accordance with President Biden's Executive Order (E.O.) 13999 on Protecting Worker Health and Safety (January 21, 2021). Publication of the ETS also served as a notice of proposed rulemaking, thus initiating the rulemaking process for a permanent rule on COVID-19. OSHA announced on December 27, 2021 that it could not complete a permanent rule in a timeframe approaching the one contemplated by the OSHA Act, so the agency stopped enforcing the provision in subpart U, other than the COVID-19 log requirements in 29 CFR 1920.502(q)(2)(ii) and 29 CFR 1920.502(q)(3)(i)-(iv) and the reporting requirements in 29 CFR 1920.502(4). OSHA subsequently terminated the rulemaking on January 15, 2025. On February 5, 2025, OSHA announced that it would no longer enforce the few reporting and recordkeeping provisions that remained in effect. On July 1, 2025, OSHA issued a proposed rule to ultimately remove all of subpart U from 29 CFR 1910.
Status: Final rule published in the Federal Register on January 15, 2025
Rescission of Executive Order 11246 Implementing Regulations
On January 21, 2025, President Trump issued Executive Order 14173, Ending Illegal Discrimination and Restoring Merit-Based Opportunity, which revoked Executive Order 11246, Equal Employment Opportunity. Accordingly, the United States Department of Labor is rescinding its regulations implementing Executive Order 11246 found at 41 CFR part 60-1 et seq.
Status: Proposed rule published on September 4, 2025
Rescission of Final Rule: Improving Protections for Workers in Temporary Agricultural Employment in the United States
The Department of Labor (DOL) proposed to amend its regulations governing the certification of agricultural labor or services to be performed by temporary foreign workers in H-2A nonimmigrant status (H-2A workers) and enforcement of the contractual obligations applicable to employers of such nonimmigrant workers. The Notice of Proposed Rulemaking (NPRM) proposed rescinding provisions contained within a final rule published by the Department on April 29, 2024, which adopted a number of unnecessary, burdensome, and costly requirements on employers. The proposed regulatory changes may impact the regulations for the Employment Service and the H-2A non-immigrant visa program at 29 CFR part 501 and 20 CFR parts 651, 653, 654, 655, and 658.
Status: Proposed rule published on July 2, 2025
House Falls in Marine Terminals
This proposed rule intends to remove the House Falls in Marine Terminals Standard, 29 CFR 1917.41 (House Falls Standard), from the Code of Federal Regulations because that standard is no longer necessary to protect employees working in marine terminals from occupational safety and health hazards. This is a deregulatory action per Executive Order 14192, Unleashing Prosperity Through Deregulation (90 FR 9065, Feb. 6, 2025).
Status: Final rule published in the Federal Register on April 17, 2026
Improving and Eliminating Regulations; Approved Conveyor Belts in Underground Coal Mines
The Mine Safety and Health Administration (MSHA) proposes to revise 30 CFR part 75 to remove outdated requirements to clarify the approval process for flame-resistant conveyor belts used in underground coal mines. This change would maintain safety protections for coal miners. The NPRM was published on July 1, 2025.
Status: Final rule published in the Federal Register on June 25, 2026
Improving and Eliminating Regulations; Blacksmith Shops
The Mine Safety and Health Administration (MSHA) proposes to revise 30 CFR part 57 to remove an outdated requirement regarding blacksmith shops located at surface metal and nonmetal mines. Removal of this standard would not result in a reduction of safety protection for miners at these mines. The NPRM was published on July 1, 2025.
Status: Final rule published in the Federal Register on June 25, 2026
Improving and Eliminating Regulations; Diesel Particulate Matter Emission Limits in Underground Coal Mines
The Mine Safety and Health Administration (MSHA) proposes to revise 30 CFR part 72 by removing outdated requirements for permissible diesel-powered equipment operated in underground coal mines. These revisions would streamline the requirements for underground coal mine operators while maintaining the same level of protections for miners who work with such equipment. The NPRM was published on July 1, 2025.
Status: Final rule published in the Federal Register on June 25, 2026
Improving and Eliminating Regulations; Use of Permissible Flame Safety Lamps in Underground Coal Mines
The Mine Safety and Health Administration (MSHA) proposes to revise 30 CFR part 75 by removing flame safety lamps from the list of permissible electric face equipment because it is an outdated technology. This revision would clarify permissible products that may be used in gassy mines while maintaining protections for miners. The NPRM was published on July 1, 2025.
Status: Final rule published in the Federal Register on June 25, 2026
Improving Transparency into Pharmacy Benefit Manager Fee Disclosure
This action will implement section 12 of Executive Order 14273 to improve employer health plan transparency into the direct and indirect compensation received by pharmacy benefit managers.
Status: Proposed rule published on March 2, 2026
Labor Organization Annual Financial Reports
The Department seeks to finalize modernization of the annual financial reports filed by certain labor organizations.
Status: Final rule published in the Federal Register on June 11, 2026
Office of Administrative Law Judges (OALJ) E-Filing
The Rules of Practice and Procedure for Administrative Hearings Before the Office of Administrative Law Judges (OALJ) at 29 CFR part 18A govern practice and procedure in proceedings before United States Department of Labor administrative law judges. This revised rule supports the Department's initiative to implement a dedicated eFile/eServe system. This system requires attorneys and non-attorney representatives, and encourage unrepresented parties, to file documents with OALJ and the Department's adjudicatory boards in digital format. The amendments also support the National Archives and Records Administration's strategic plan to accept records only in electronic format by June 30, 2024. In addition, the Department revises the rules to provide advance notice to parties of the expected manner of a hearing or prehearing conference, whether in-person, by telephone, by videoconference, or by other means. The Department engaged the public through an initial comment period and a reopened comment period. On February 25, 2021, the Department withdrew the direct final rule because of the receipt of adverse comments. Several comments also raised concerns with the Department's eFile/eServe system and not the requirements of the proposed or direct final rules. The Department has addressed the adverse comments regarding the rules and held listening sessions to understand and address the public's feedback on the eFile/eServe system, and as a result, intends to publish the final rule.
Status: Final rule published in the Federal Register on February 25, 2021
Open Fires in Marine Terminals
This proposed rule intends to remove the Open Fires in Marine Terminals Standard, 29 CFR 1917.21 (Open Fires Standard), from the Code of Federal Regulations because that standard is no longer necessary to protect employees working in marine terminals from occupational safety and health hazards. This is a deregulatory action per Executive Order 14192, Unleashing Prosperity Through Deregulation (90 FR 9065, Feb. 6, 2025).
Status: Final rule published in the Federal Register on April 28, 2026
Procedures for the Handling of Retaliation Complaints Under the Anti-Money Laundering Act
The Occupational Safety and Health Administration (OSHA) is promulgating procedures for the handling and investigation of complaints pursuant to the Anti-Money Laundering Act (AMLA) of 2020. This new law prohibits employers from retaliating against certain whistleblowers who report potential money laundering-related violations to the federal government, Congress, their supervisors, or who testify, cause to be filed, or participate in, or otherwise assist in an investigation or proceeding relating to potential money laundering-related violations. Promulgation of this procedural regulation will aid in the efficient processing of complaints under this new statutory provision.
Status: Final rule published in the Federal Register on January 14, 2025
Procedures for the Handling of Retaliation Complaints Under the Criminal Antitrust Anti-Retaliation Act
The Occupational Safety and Health Administration (OSHA) is promulgating procedures for the handling and investigation of complaints pursuant to the Criminal Antitrust Anti-Retaliation Act (CAARA) of 2019. This new law prohibits employers from retaliating against certain whistleblowers who report criminal antitrust violations to the federal government or their supervisors, or who cause to be filed, testify or participate in, or otherwise assist in an investigation or proceeding relating to a violation of antitrust laws. The law's whistleblower protections cover employees, contractors, subcontractors, and agents. Promulgation of this procedural regulation will aid in the efficient processing of complaints under this new statutory provision.
Status: Final rule published in the Federal Register on February 10, 2023
Rescission of Affirmative Outreach Requirements for Recipients of Workforce Innovation and Opportunity Act (WIOA) Title I Financial Assistance
The U.S. Department of Labor (Department) proposes to remove 38.40 from Part 38 of Title 29 of the Code of Federal Regulations. The regulations at 29 CFR Part 38 implement the nondiscrimination and equal opportunity provisions of section 188 of the Workforce Innovation and Opportunity Act (WIOA). 29 CFR 38.40 contains affirmative outreach requirements for recipients of financial assistance under Title I of WIOA. Section 188 of WIOA does not authorize the Department to require affirmative outreach. The Department is therefore proposing to remove this requirement from the regulations in accordance with Executive Order 14219, Ensuring Lawful Governance and Implementing the President's ‘Department of Government Efficiency' Deregulatory Initiative (February 19, 2025).
Status: Final rule published in the Federal Register on June 23, 2026
Transparency in Coverage
This proposed rule would amend the Transparency in Coverage final rule published November 12, 2020 (85 FR 82158) to improve the quality, accessibility, usability, and transparency of healthcare price data pursuant to Executive Order 14221.
Status: Proposed rule published on February 25, 2026
Other actions in this stage
Rules open for, or headed toward, public comment.
Employee or Independent Contractor Status Under the Fair Labor Standards Act, Family and Medical Leave Act, and Migrant and Seasonal Agricultural Worker Protection Act
In 2024, the Department of Labor (Department) published a final rule providing an analysis for determining employee or independent contractor classification under the Fair Labor Standards Act (FLSA). See 89 FR 1638 (2024 IC Rule). The 2024 IC Rule took effect on March 11, 2024. However, the 2024 IC Rule has been the subject of five separate legal challenges. In this rulemaking, the Department intends to rescind the 2024 IC rule and replace it with the analysis that the Department previously adopted in an earlier 2021 rule, with a few modifications. 91 FR 9932; see also 86 FR 1168 (2021 IC Rule). The Department has also proposed to modify regulations interpreting the Family and Medical Leave Act (FMLA) and Migrant and Seasonal Agricultural Worker Protection Act (MSPA) to clarify that the analysis for determining employee or independent contractor status under the FLSA also applies under the FMLA and MSPA.
Status: Proposed rule published on February 27, 2026
Heat Injury and Illness Prevention in Outdoor and Indoor Work Settings
Excessive heat in the workplace can cause a number of adverse health effects, including heat stroke and even death, if not treated properly. Workers in outdoor and indoor work settings without adequate climate controls are at risk of hazardous heat exposure. Certain heat-generating processes, machinery, and equipment (e.g., hot tar ovens, furnaces, etc.) can also cause hazardous heat when cooling measures are not in place. To date, California, Colorado, Maryland, Minnesota, Nevada, Oregon and Washington have issued heat protections. The Occupational Safety and Health Administration (OSHA) currently relies on the general duty clause (OSHA Act section 5(a)(1)) to protect workers from this hazard. However, a standard specific to heat-related injury and illness prevention would more clearly set forth enforceable employer obligations and the measures necessary to effectively protect employees from hazardous heat. OSHA published an ANPRM on Heat Injury and Illness Prevention in Outdoor and Indoor Work Settings (October 27, 2021) to begin a dialogue and engage with stakeholders to explore the potential for rulemaking on this topic. On May 3, 2022, OSHA held a virtual public stakeholder meeting on the Agency's initiatives to protect workers from heat-related hazards. OSHA also established a Heat Injury and Illness Prevention Work Group of the National Advisory Committee on Occupational Safety and Health (NACOSH) to help NACOSH provide recommendations on potential elements of a heat injury and illness prevention standard. On May 31, 2023, the Work Group presented its recommendations to the full committee, which submitted the recommendations to OSHA (www.regulations.gov, Document No. OSHA-2023-0003-0012). In August 2023, OSHA convened a Small Business Advocacy Review (SBAR) Panel, in accordance with the requirements of the Small Business Regulatory Enforcement Fairness Act (SBREFA), to hear comments directly from small entity representatives (SERs) on the potential impacts of a heat-specific standard. OSHA completed its small business consultations as another important step in this process in November 2023. On April 24, 2024, OSHA presented to the Advisory Committee on Construction Safety and Health (ACCSH) the Agency's framework for this proposed rule, in accordance with 29 CFR 1911.10(a) which requires the Assistant Secretary to provide ACCSH with any proposal (along with pertinent factual information) affecting construction work and give ACCSH an opportunity to submit recommendations. ACCSH passed unanimously a motion recommending that OSHA proceed expeditiously with proposing a standard on heat injury and illness prevention. On August 30, 2024, OSHA published in the Federal Register a Notice of Proposed Rulemaking (NPRM) for Heat Injury and Illness Prevention in Outdoor and Indoor Work Settings. The proposed standard would apply to all employers conducting outdoor and indoor work in all general industry, construction, maritime, and agriculture sectors where OSHA has jurisdiction. The standard would require employers to create a plan to evaluate and control heat hazards in their workplace. It would clarify employer obligations and the steps necessary to effectively protect employees from hazardous heat. The public comment period for the NPRM closed on January 14, 2025. From June 16, 2025 through July 2, 2025, OSHA held an informal public hearing to receive additional public input on the Heat Injury and Illness Prevention in Outdoor and Indoor Work Settings proposed rule. The post-hearing comment period for individuals who submitted a Notice of Intention to Appear (NOITA) at the informal public hearing was extended until October 30, 2025.
Status: Proposed rule published on September 25, 2025
Improving Wage Protections for the Temporary and Permanent Employment of Certain Foreign Nations in the United States
The Immigration and Nationality Act (8 USC 1101, et seq .) requires that for most employment-based immigrant admissions to the United States, the Secretary of Labor must first certify that the employment of the immigrant will not adversely affect the wages and working conditions of U.S. workers similarly employed and that U.S. workers are unavailable for the position. The Immigration and Nationality Act also requires that an individual may not be admitted into the United States on an H-1B nonimmigrant visa unless the employer attests that they will pay the individual the higher of the actual wage paid to other workers with similar experience or the prevailing wage in the area of employment. The Department of Labor's (Department) Employment and Training Administration is initiating rulemaking governing prevailing wages for employment opportunities that United States (U.S.) employers seek to fill with foreign workers on a permanent or temporary basis through certain employment-based immigrant visas and H-1B, H-1B1, or E-3 nonimmigrant visas. Specifically, in response to President Trump's proclamation, the Department is initiating a rulemaking to revise prevailing wage levels, in accordance with section 4(a) of the September 19, 2025, Presidential Proclamation, Restriction on Entry of Certain Nonimmigrant Workers , consistent with section 212(n) of the INA, 8 U.S.C. 1182(n). The proposed rule will amend the Departmental regulations governing permanent labor certifications and temporary labor condition applications (LCA) to incorporate changes to the computation of wage levels under the Department's four-tiered wage structure based on the Occupational Employment and Wage Statistics wage survey administered by the Bureau of Labor Statistics. The primary purpose of these changes is to update the computation of prevailing wage levels under the existing four-tiered wage structure to better reflect actual wages earned by similarly-employed U.S. workers. With this revision, the Department will be able to more effectively ensure under these programs that the employment of immigrant and nonimmigrant workers does not adversely affect wages for U.S. workers.
Status: Proposed rule published on March 27, 2026
Joint Employer Status Under the Fair Labor Standards Act, Family and Medical Leave Act, and Migrant and Seasonal Agricultural Worker Protection Act
Since 2021, the Department has had no generally-applicable regulatory guidance addressing joint employer liability under the Fair Labor Standards Act (FLSA). The Department is considering a notice of proposed rulemaking to provide interpretive guidance on FLSA joint employer liability at 29 CFR part 791 (where it was located prior to 2021), and also to amend provisions in the Department's regulations for the Family and Medical Leave Act (FMLA) and Migrant and Seasonal Agricultural Workers Protection Act (MSPA) to advise that joint employer status under those laws should be determined using the Department's FLSA analysis.
Status: Proposed rule published on April 23, 2026
Short-Term, Limited-Duration Insurance
This proposed rule would amend the definition of short-term, limited-duration insurance (STLDI) for purposes of exclusion from the definition of individual health insurance coverage under section 2791(b)(5) of the Public Health Service Act. The Departments continue to receive feedback from stakeholders expressing concerns that the current regulatory framework has created barriers to affordable coverage options for consumers who do not qualify for premium tax credits. While individuals who qualify for premium tax credits are largely insulated from significant premium increases, individuals who are not eligible for subsidies face financial challenges due to increased premiums in the individual market and few more affordable alternative coverage options. This rule would increase insurance options for consumers and provide greater flexibility in meeting their healthcare coverage needs
Agenda status: NPRM (planned)
Tip Regulations Under the Fair Labor Standards Act (FLSA)
Section 3(m) of the Fair Labor Standards Act (FLSA), 29 U.S.C. 204(m), provides in part that an employer may take a partial credit (tip credit) against its minimum wage payment obligation to a tipped employee based on tips received and retained by the employees. Section 3(t) of the FLSA defines a tipped employee as any employee engaged in an occupation in which he customarily and regularly receives more than $30 a month in tips. The Department is considering a notice of proposed rulemaking to amend regulatory provision related to tipped employees under the FLSA.
Agenda status: NPRM (planned)
Walking-Working Surfaces – Fixed ladders
This proposed rule removes a deadline in OSHA's Walking-Working Surfaces standard by which all fixed ladders that extend more than 24 feet above a lower level must be equipped with personal fall arrest systems or ladder safety systems. Additionally, OSHA is seeking comment on repealing or revising the requirement that employers use personal fall arrest systems on all fixed ladders over 24 feet tall and instead permitting employers to continue to use ladder cages or wells (91 FR 17165, Apr 6, 2026).
Status: Proposed rule published on April 6, 2026
Black Lung Benefits Act: Authorization of Self Insurers
The Black Lung Benefits Act provides benefits to coal miners who are totally disabled due to pneumoconiosis (black lung disease) arising from their employment and to their eligible survivors. The Act requires each coal mine operator to secure the payment of its potential benefits liability by either qualifying as a self-insurer or by purchasing and maintaining a commercial insurance contract. The Office of Workers' Compensation Programs (OWCP) is responsible for authorizing coal mine operators to self-insure and for setting the appropriate security amounts. Appropriate security helps protect the Black Lung Disability Trust Fund, which pays benefits when operators fail to make payments due to bankruptcy or other reasons. In order to reduce the regulatory burden and financial burden on the industry, OWCP will evaluate additional options related to appropriate level(s) of security to authorize self-insured status.
Status: Final rule published in the Federal Register on December 12, 2024
Default Electronic Disclosures by Group Health Plans Under ERISA
This deregulatory action is being proposed in response to President Trump's January 20, 2025, Memorandum entitled Delivering Emergency Price Relief for American Families and Defeating the Cost-of-Living Crisis. It will explore ways to reduce the costs and burdens imposed on employers and other plan fiduciaries responsible for producing and distributing welfare plan disclosures, including group health plans, required under Title I of the Employee Retirement Income Security Act. It also aims to make these disclosures more understandable, accessible, and useful for participants and beneficiaries.
Agenda status: NPRM (planned)
Definition of an "Employer" Under Section 3(5) of ERISA — Association Health Plans
This regulatory action would establish criteria for an employer group or association to act as an "employer" within the meaning of section 3(5) of ERISA and sponsor an association health plan that is an employee welfare benefit plan and a group health plan under title I of ERISA.
Agenda status: NPRM (planned)
Fiduciary Duties In Selecting Designated Investment Alternatives
This action implements Executive Order 14330 (Aug. 2, 2025), titled Democratizing Access to Alternative Assets for 401(k) Investors, 90 FR 3891 (Aug. 12, 2025), which directs the Secretary of Labor, within 180 days of the date of the order, to clarify, as she deems appropriate and consistent with applicable law, the Department of Labor's position on alternative assets and the appropriate fiduciary process associated with offering asset allocation funds containing investments in alternative assets under the Employee Retirement Income Security Act (ERISA). Such clarification must aim to identify the criteria that fiduciaries should use to prudently balance potentially higher expenses against the objectives of seeking greater long-term net returns and broader diversification of investments. The Secretary shall also propose rules, regulations, or guidance, as the Secretary deems appropriate, that clarify the duties that a fiduciary owes to plan participants under ERISA when deciding whether to make available to plan participants an asset allocation fund that includes investments in alternative assets, which rules, regulations, and guidance may include appropriately calibrated safe harbors. In carrying out the directives in this section to further the policy set forth in EO 14330, the Secretary shall prioritize actions that may curb ERISA litigation that constrains fiduciaries' ability to apply their best judgment in offering investment opportunities to relevant plan participants.
Status: Proposed rule published on March 31, 2026
Lock-Out/Tag-Out Update
Recent technological advancements that employ computer-based controls of hazardous energy (e.g., mechanical, electrical, pneumatic, chemical, and radiation) conflict with the Occupational Safety and Health Administration's (OSHA) existing lock-out/tag-out (LOTO) standard. The use of these computer-based controls has become more prevalent as equipment manufacturers modernize their designs to increase productivity. Additionally, National Consensus Standards have evolved, and international approaches to the use of computer-based controls are increasingly recognized. In light of these advancements, there is a need to modernize United States regulations to better align with current technologies, ensuring improved safety effectiveness and, indirectly, potential benefits such as increased operational efficiency. OSHA issued a Request for Information (RFI) in May 2019 to understand the strengths and limitations of this new technology, as well as potential impacts on worker safety.
Status: Proposed rule published on May 20, 2019
Prudence and Loyalty in Selecting Plan Investments and Exercising Shareholder Rights
This regulatory action is in response to Executive Order 14219, entitled Ensuring Lawful Governance and Implementing the President's "Department of Government Efficiency" Deregulatory Initiative, and would revise the Department's regulation at 29 CFR 2550.404a-1 so that plan fiduciaries select investments and exercise shareholder rights based only on financial considerations relevant to the risk-adjusted economic value of a particular investment, and not to advance social causes.
Agenda status: Rulemaking (planned)
Requirement to Provide Paper Statements in Certain Cases-Amendments to Electronic Disclosure Safe Harbors
This rulemaking would implement section 338(b) of the SECURE 2.0 Act of 2022.
Status: Proposed rule published on February 25, 2026
Respirable Crystalline Silica
MSHA proposes to amend the Agency's existing respirable crystalline silica standards and respiratory protection provisions established by the 2024 final rule titled Lowering Miners' Exposure to Respirable Crystalline Silica and Improving Respiratory Protection. The proposed rule would include clarification and updates to requirements in 30 CFR part 60 for exposure monitoring, methods of compliance, respiratory protection, and medical surveillance without reducing protections afforded to miners. The proposal would also include conforming amendments in 30 CFR parts 56, 57, 60, and 72.
Agenda status: NPRM (planned)
Revisions to Subtitle B of Title 2 on Federal Financial Assistance
The Department of Labor is proposing companion revisions to the Office of Management and Budget's (OMB) proposed updates to Title 2 of the Code of Federal Regulations (CFR), Subtitle A Office of Management and Budget Guidance for Federal Financial Assistance. Consistent with the review requirements in 2 CFR 200.109, the intent of these proposed revisions in Subtitle B Federal Agency Regulations for Grants and Agreements is to improve transparency, accountability, and oversight for Federal awards across the Federal Government by ensuring continued alignment with Administration priorities, revising indirect cost policy, reducing burden, and converting guidance to regulation.
Status: Proposed rule published on May 29, 2026
Other actions in this stage
Early-stage actions: reviews and advance notices that come before a formal proposal.
Rescinding Portions of Department of Labor Title VI Regulations to Conform More Closely With the Statutory Text and to Implement Executive Order 14281
On April 23, 2025, President Trump issued Executive Order (E.O.) 14281, Restoring Equality of Opportunity and Meritocracy. Consistent with E.O. 14281, the Department of Labor proposes to amend its regulations implementing Title VI of the Civil Rights Act of 1964 (Title VI) to eliminate disparate-impact liability. These amendments align the conduct prohibited by the Department's regulations with Title VI's original public meaning, avoid constitutional concerns, reduce compliance costs, and serve the public interest.
Status: Final rule published in the Federal Register on July 2, 2026
Other actions in this stage
On the agenda, but not expected to move within the next 12 months.
Cost Sharing Under the Affordable Care Act
The proposed rule would amend regulations implementing the Affordable Care Act's provisions related to preventive services and cost sharing protections. This proposed rule would address the applicability of drug manufacturer support to the annual limitation on cost sharing for group and individual coverage.
Agenda status: Next Action Undetermined (planned)
Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales and Computer Employees
Regulations at 29 CFR part 541 define and delimit the exemption of executive, administrative, and professional (EAP) employees under section 13(a)(1) of the Fair Labor Standards Act (FLSA). On April 26, 2024, the Department issued a final rule to increase certain earnings thresholds in the Part 541 regulations. See 89 FR 32842. However, the 2024 rule was subsequently vacated and the Department is applying the earnings thresholds set in its 2019 rule. The Department is currently reviewing the 2024 rule and determining how to proceed.
Agenda status: Next Action Undetermined (planned)
High-Wage Components of the Labor Value Content Requirements Under the United States-Mexico-Canada Agreement Implementation Act
The interim final rule implemented the provisions of the United States-Mexico-Canada Agreement Implementation Act, including the certification and verification of the high-wage components of the labor value content (wage protection) requirements of the United States-Mexico-Canada Agreement, in accordance with the authority granted to the Secretary of Labor under that Act. This rule is now at the final rule stage.
Status: Final rule published in the Federal Register on July 1, 2020
Pension Benefit Statements-Lifetime Income Illustrations
Section 105 of the Employee Retirement Income Security Act (ERISA) requires plans that are subject to ERISA to automatically provide participants and certain beneficiaries with individual pension benefit statements. Generally, defined benefit plans must provide the statement every three years, with an annual alternative. Individual account plans that permit participant direction of investments must provide the statement quarterly, and individual account plans that do not permit participant direction of investments must provide the statement annually. Section 203 of the Setting Every Community Up for Retirement Enhancement Act of 2019 amended section 105 of ERISA to add a lifetime income illustration to pension benefit statements furnished to participants in certain defined contribution plans.
Status: Final rule published in the Federal Register on September 18, 2020
Amended Rules Concerning Discretionary Review by the Secretary of Labor
The Department of Homeland Security and the Department of Labor jointly issued a Notice of Proposed Rulemaking to seek public comments on a proposal to extend DOL's recently established system of discretionary Secretary of Labor review to H-2B temporary labor certification cases (H-2B cases) pending before or decided by the Department of Labor's Board of Alien Labor Certification Appeals and to make technical, conforming changes to regulations governing the timing and finality of those decisions and of decisions from the Department of Labor's Administrative Review Board in H-2B cases. The proposed rule was intended to provide consistency with the recently established discretionary review processes governing other cases under DOL's May 2020 final rule and Secretary of Labor's Order 01-2020. The Departments published a proposed rule and a direct final rule on January 4, 2021. Following receipt of an adverse comment, the Departments withdrew the direct final rule on February 3, 2021 (86 FR 7927). The Departments are reviewing the public comments received.
Status: Final rule published in the Federal Register on February 3, 2021
Amendment of Abandoned Plan Program
On December 12, 2012, the Department of Labor's Employee Benefits Security Administration (EBSA) proposed amendments to three regulations previously published under the Employee Retirement Income Security Act of 1974 that facilitate the termination of, and distribution of benefits from, individual account pension plans that have been abandoned by their sponsoring employers. 77 FR 74063 (RIN 1210-AB47). On the same date, EBSA also published Notice of Proposed Amendment to PTE 2006-06. 77 FR 74056 (ZRIN EBSA-2012-0015). The principal purpose of the proposed amendments was to permit bankruptcy trustees to use the Department's Abandoned Plan Program to terminate and wind up the plans of sponsors in liquidation under chapter 7 of the U.S. Bankruptcy Code. On September 30, 2019, EBSA withdrew this entry from the semiannual regulatory agenda due to agency reprioritization. Following a review of agency priorities, this entry was returned to EBSA's semiannual regulatory agenda in the fall of 2021. On May 17, 2024, EBSA issued an Interim Final Rule with request for comments and an amendment to PTE 2006-06; these amendments became effective July 16, 2024. 89 FR 43636; 89 FR 43675. In Fall, 2024, EBSA is moving this entry to long term action to accommodate other items that have statutory deadlines. In the meantime, the Interim Final Rule and amended PTE 2006-06 remain effective.
Status: Final rule published in the Federal Register on May 17, 2024
Process Safety Management and Prevention of Major Chemical Accidents
The Occupational Safety and Health Administration (OSHA) issued a Request for Information (RFI) on December 9, 2013 (78 FR 73756). The RFI identified issues related to modernization of the Process Safety Management standard and related standards necessary to meet the goal of preventing major chemical accidents. OSHA completed SBREFA in August 2016. OSHA held a stakeholder meeting on October 12, 2022, and kept the docket open for comments until November 14, 2022.
Status: Proposed rule published on March 7, 2014
Other actions in this stage
Actions the agency reports as completed this cycle. The official agenda rule list files these separately from the active pipeline.
Application of the Fair Labor Standards Act to Domestic Service
Section 13(a)(15) of the Fair Labor Standards Act (FLSA or the Act) provides an exemption from the Act's minimum wage and overtime pay requirements for domestic service employees engaged in providing companionship services for individuals who (because of age or infirmity) are unable to care for themselves. Section 13(b)(21) of the FLSA provides an exemption from the Act's overtime pay requirement for domestic service employees who reside in the household in which they provide services. In this rulemaking, the Department proposes to rescind a 2013 rule which, among other changes, precluded third-party employers from claiming either exemption and established limits on the amount of care" that exempt companions could perform. See 78 FR 60454 (Oct. 1, 2013). The Department is withdrawing this rulemaking entry because it is duplicative of RIN 1235-AA51.
Agenda status: Withdrawn (planned)
Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees
In 2023, the Department of Labor (Department) proposed to update and revise the regulations issued under the Fair Labor Standards Act implementing the exemptions from minimum wage and overtime pay requirements for executive, administrative, professional, outside sales, and computer employees. Several sections of the proposal were addressed in a final rule published by the Department on April 26, 2024. However, the 2024 final rule did not finalize proposals in sections IV.B.1 and B.2 of the NPRM to apply the updated standard salary level to the four U.S. territories that are subject to the federal minimum wage (Puerto Rico, Guam, the U.S. Virgin Islands, and the Commonwealth of the Northern Mariana Islands) and to update the special salary levels for American Samoa and the motion picture industry in relation to the new standard salary level. In the 2024 rule, the Department said it would address these aspects of its proposal in a future final rule. However, the proposals finalized in the 2024 rule were subsequently vacated and the Department is withdrawing this rulemaking entry.
Status: Final rule published in the Federal Register on April 26, 2024
Nondisplacement of Qualified Workers Under Service Contracts: Rescission of Regulations
On December 14, 2023, the U.S. Department of Labor published a final rule (2023 Nondisplacement Rule) implementing Executive Order 14055, Nondisplacement of Qualified Workers Under Service Contracts (86 FR 66397), which provided that qualified employees on a Federal service contract be given the right of first refusal of employment with a successor contractor if they would otherwise lose their jobs as a result of expiration of the contract. The 2023 Nondisplacement Rule took effect on February 12, 2024. However, on January 20, 2025, President Trump issued Executive Order 14148, Initial Rescissions of Harmful Executive Orders and Actions (90 FR 8237), which revoked, among other items, Executive Order 14055. Pursuant to section 3(a) of EO 14148, the Department rescinded 29 CFR part 9 to fully implement and effectuate the revocation of EO 14055.
Status: Final rule published in the Federal Register on December 22, 2025
Construction Standards – Advisory Committee on Construction Safety and Health
OSHA removed from the Code of Federal Regulations requirements for the Assistant Secretary for Occupational Safety and Health (Assistant Secretary) to consult with the Advisory Committee on Construction Safety and Health (ACCSH) in the formulation of rules to promulgate, modify, or revoke standards applicable to construction work. This is a deregulatory action per Executive Order 14192, Unleashing Prosperity Through Deregulation (90 FR 9065, Feb. 6, 2025).
Status: Final rule published in the Federal Register on July 9, 2025
Exercise of Time-Limited Authority to Increase the Fiscal Year 2026 Numerical Limitation for the H-2B Temporary Nonagricultural Worker Program
The Secretary of Homeland Security, in consultation with the Secretary of Labor, is exercising time-limited Fiscal Year (FY) 2026 authority to issue up to, but not more than, an additional 35,000 visas for the fiscal year. All of these supplemental visas will be available only to those American businesses that are suffering or will suffer impending irreparable harm, i.e., those facing permanent and severe financial loss, as attested by the employer. These supplemental visas will be distributed in three allocations based on the petitioner's start date of need through the end of the fiscal year.
Status: Final rule published in the Federal Register on February 3, 2026
Investment Advice Fiduciary Under ERISA
This regulatory action is in response to Executive Order 14219, entitled Ensuring Lawful Governance and Implementing the President's "Department of Government Efficiency" Deregulatory Initiative, and in light of the stay of effective date in Federation of Americans for Consumer Choice v. U.S. Department of Labor , No. 6:24-CV-163-JDK (E.D. Tex.) and American Council of Life Insurers v. U.S. Department of Labor , No. 4:24-CV-00482-O (N.D. Tex.) and will ensure that the regulation is based on the best reading of the statute.
Status: Final rule published in the Federal Register on March 20, 2026
Minor Child Definition for Form LM-30 Labor Organization Officer and Employee Report
The Department issued a final rule revising the definition of minor child, as that term that appears in 29 CFR 404.1(h) and on the Form LM-30 Labor Organization Officer and Employee Report, by reducing the defined age from under 21 years to under 18 years.
Status: Final rule published in the Federal Register on March 23, 2026
Removal of 2550.401c-1, Definition of "plan assets"-insurance company general accounts
This direct final rule removes 29 CFR 2550.401c-1 from the Code of Federal Regulations, which the Department of Labor believes is obsolete. The regulation applies only to certain insurance policies or contracts issued to (or on behalf of) employee benefit plans on or before December 31, 1998. Given the unlikelihood that any of these policies or contracts remain in effect, the DOL believes the regulation is no longer needed and, if left on the books, could add confusion and unnecessary complexity. Removing obsolete regulations eliminates the burden on the public of having to determine whether they need to comply with the regulations. This action is being taken pursuant to Executive Order 14192, titled Unleashing Prosperity Through Deregulation. The Department withdrew the direct final rule based on significant adverse comments.
Status: Final rule published in the Federal Register on August 12, 2025
Removal of Interpretive Bulletins Relating to the Employee Retirement Income Security Act of 1974
This action removes from the Code of Federal Regulations interpretive bulletins that were published shortly after ERISA's enactment in 1974 but were rendered obsolete by subsequent Department guidance and the effect of Reorganization Plan No. 4 of 1978. Removing obsolete regulations eliminates potential confusion and the burden on the public of having to determine whether they need to comply with the regulations. This action is undertaken pursuant to Executive Order 14192, Unleashing Prosperity Through Deregulation.
Status: Final rule published in the Federal Register on July 1, 2025
Rescinding Unnecessary Notice and Comment Procedures
This final rule rescinds the Department's voluntary policy to engage in notice and comment rulemaking in certain circumstance not required by the Administrative Procedure Act
Status: Final rule published in the Federal Register on July 1, 2025
Rescission of Obsolete Grant and Contract Regulations
The Department of Labor is rescinding obsolete regulations governing grants and agreements with universities, hospital, other non-profits, commercial organizations, foreign governments, and international organizations (29 CFR Part 95); audit requirements for grants, contracts, and other agreements (29 CFR Part 96); uniform administrative requirements for grants and cooperative agreements to state and local governments (29 CFR Part 97); and audit requirements for States, local governments, and non-profit organizations (29 CFR Part 99). These regulations have been superseded by 2 CFR 2900.
Status: Final rule published in the Federal Register on August 18, 2025
Rescission of Workforce Investment Act Nondiscrimination and Equal Opportunity Regulations
The U.S. Department of Labor (the Department) is rescinding its regulations implementing Section 188 of the Workforce Investment Act of 1998 (WIA), currently located in part 37 of title 29 of the Code of Federal Regulations (CFR). Section 188 contained the nondiscrimination and equal-opportunity provisions of WIA. In 2014, Congress passed the Workforce Innovation and Opportunity Act (WIOA), which repealed WIA and required the Secretary of Labor to transition any authority under WIA to the system created by WIOA. Therefore, the Department is taking this action to remove regulations for a program that is no longer operative in accordance with Executive Order 14219, Ensuring Lawful Governance and Implementing the President's ‘Department of Government Efficiency' Deregulatory Initiative (February 19, 2025).
Status: Final rule published in the Federal Register on August 28, 2025
Rescission of Workforce Investment Act Regulations
The Employment and Training Administration (ETA) removed the regulations that implemented and governed the Title I Workforce Investment Act (WIA) programs at the national, State, and local area levels and provided program requirements applicable to all WIA formula and competitive funds. Title I of WIA was repealed by Congress with the enactment of the Workforce Innovation and Opportunity Act on July 22, 2014, and all remaining grant funding under Title I has been closed out by the Department. These regulations are no longer necessary, and the Department removed regulations from the Code of Federal Regulations (CFR) for programs that are no longer operative.
Status: Final rule published in the Federal Register on September 2, 2025
Selection of Annuity Providers – Safe Harbor for Individual Account Plans
This direct final rule removes 29 CFR 2550.404a-4 from the Code of Federal Regulations. This regulatory fiduciary safe harbor for the selection of annuity providers for the purpose of benefit distributions from individual account retirement plans covered by title I of the Employee Retirement Income Act of 1974 (ERISA) became unnecessary in 2019 when Congress amended ERISA to add a more streamlined fiduciary safe harbor covering the same activity. As a result, the regulatory safe harbor offers an unnecessary and inefficient alternative and this rule eliminates waste of resources associated with analyzing both alternatives. This direct final rule is being taken pursuant to Executive Order 14192, Unleashing Prosperity Through Deregulation. The Department withdrew the direct final rule based on significant adverse comments.
Status: Final rule published in the Federal Register on August 12, 2025
Update to MSHA's Address and Contact Information; Technical Amendment
The Mine Safety and Health Administration (MSHA) is amending its regulations to update the Agency's Headquarters' address and contact information, due to its relocation.
Status: Final rule published in the Federal Register on February 26, 2026
Wagner-Peyser Act Staffing: Delay of Merit Staffing Compliance Date
The Department of Labor's (Department) Employment and Training Administration (ETA) is delaying the date by which States must comply with the regulatory requirements in 20 CFR 652.215 which provides the requirements regarding the staffing models States must use to deliver services in the Employment Service. In the final rule, Wagner-Peyser Act Staffing, 88 FR 82658 (Nov. 24, 2023), ETA changed staffing requirements that apply to State workforce agencies in the Wagner-Peyser Act Employment Service program. The rule became effective on January 23, 2024, and provided that all States have until January 22, 2026, 24 months after the effective date of the rule, to comply with the staffing requirements in section 652.215. The Department issued an NPRM under RIN 1205-AC22, 90 FR 28239 (July 1, 2025) that would revise the 20 CFR 652.215 regarding Employment Service staffing to provide states with discretion regarding the type of staffing model used to deliver labor exchange services under the Wagner-Peyser Act. The Department will not finalize the rulemaking (RIN 1205-AD22) before the January 22, 2026 compliance date for the 2023 Wegner-Peyser at Staffing final rule, therefore, this final rule was issued on January 21, 2026, to delay the compliance date by one year.
Status: Final rule published in the Federal Register on January 21, 2026
Other actions in this stage
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Create a free accountCompiled from the 2026 Regulatory Plan and Unified Agenda (reginfo.gov), cross-referenced against Federal Register publications. Regulation Roundup tracks all 165 DOL actions and refreshes as the agenda changes.