Part 1: Legislation Updates
Starting January 1, 2025, employers face an evolving landscape shaped by changing laws and emerging workplace trends. Navigating this dynamic environment requires understanding both compliance and cultural shifts.
Employers have the responsibility of updating their current policies and procedures to reflect these new laws, as well as, the duty to inform their employees of federal, state, and city laws impacting their rights and roles.
Ignoring these changes can result in fines, lawsuits, or damaged employee trust. Employers must remain vigilant and proactive in updating policies and ensuring compliance.
Key Legal Changes– Federal
Federal Adjustments
Overtime Exemption Salary Threshold: Planned increases to the salary threshold for overtime exemptions were halted in November 2024 by a Texas federal court (currently equivalent to $35,568 annually).
EEO-1 Reporting Changes: Revised EEO-1 reporting requirements in 2025 includes updates on demographic and job category data to support diversity initiatives.
Focus on Pay Transparency: New federal guidelines encourage employers to include salary ranges in job postings and share compensation details to promote equity.
Upcoming Laws/Updates:
Supreme Court Cases on Wage Exemptions: The U.S. Supreme Court is reviewing cases that could redefine the standards for wage law exemptions, directly impacting how employers classify exempt and non-exempt workers.
Workplace Safety Updates: OSHA plans to implement updated safety standards across industries in 2025, emphasizing technology integration for hazard detection and reporting.
Court Cases: Discrimination claims and religious exemptions.
Key Legal Changes– Local (Washington State & the City of Seattle)
Washington State Updates
Minimum Wage Increase: The state minimum wage will increase to $16.66 an hour.
Overtime Exempt Workers: The salary threshold raised to $69,305.60 annually for employers with up to 50 employees, and $77,968.80 annually for employers with 51 or more employees.
Non-Compete Agreements: can only be enforced for workers earning over $123,394.17 annually, or $308,485.43 for independent contractors.
Employer Incentives: Maximum wage reimbursements for the Stay at Work and Preferred Worker Programs will increase to $25,000 per claim to support employers helping injured workers return to approved jobs.
Paid Sick Leave: benefit will expand to include care for more individuals, including anyone in the worker's home or those they have a caregiving relationship with, and leave can now be used if a child’s school or daycare is closed due to an emergency.
Seattle-Specific Updates: Minimum wage increase to $20.76 and job-type-specific safeguards
For more information or questions, contact andrea@domenicahrm.com
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