The Department of Labor’s Wage and Hour Division has introduced a new rule that will impact the minimum salary required for certain workers to be exempt from overtime pay. Previously, employees earning less than $35,568 annually were eligible for overtime pay if they worked more than 40 hours a week. However, under the new rule, this threshold has been raised significantly to $58,656 per year.
In order to qualify for this overtime exemption, employees must now earn at least $58,656 and their job duties must primarily involve executive, administrative, or professional responsibilities. Those earning less than this amount will be entitled to receive overtime wages for any hours worked beyond the standard 40 hours per week.
The Department of Labor has outlined a timeline for implementing this new rule, with incremental increases in the salary threshold over the coming years. Starting July 1, 2024, the threshold will rise to $43,888 per year, and by January 1, 2025, it will reach $58,656 annually. Additionally, the salary threshold will be recalculated every three years starting from July 1, 2027.
However, a comment letter from Advocacy has criticized the Department of Labor’s analysis of the new rule, suggesting that the financial impact on small businesses may have been underestimated. Advocacy has recommended a more thorough analysis of compliance costs and the consideration of alternative options, such as a lower salary threshold. This development is expected to have significant implications for both employers and employees affected by the new regulations.