President Trump’s recent executive orders (EOs) have established a timeline that will significantly affect federal contractors and other employers. These changes in workplace compliance and labor law requirements will require careful attention to ensure timely adherence.
Key Compliance Deadlines and Transition Period
Executive orders 14168 and 14173 allowed a 90-day transition period from January 20, 2025 to April 19, 2025 for the continuation of DEI initiatives. During this time, federal contractors and other impacted employers should consider adjusting their policies and workplace practices to align with the new regulatory framework.
Employers should note the following timeline:
- January 20, 2025: Executive Orders take effect, beginning the transition period.
- April 19, 2025: End of the grace period—any remaining DEI initiatives that prioritize hiring or promotion based on race or gender will be considered non-compliant.
- Post-April 19, 2025:
- The U.S. Department of Labor (DOL) will no longer accept complaints or launch investigations related to affirmative action programs.
- Workplace compliance posters will require updates to reflect the new regulations.
Anticipated Changes to Workplace Compliance Posters
Employers should prepare for multiple updates to required compliance postings as a result of these executive orders:
- “Know Your Rights: Workplace Discrimination is Illegal” Poster: Expected revisions include the removal of gender identity and expression as protected categories.
- “Pay Transparency Non-Discrimination” Poster: Already removed from the OFCCP website, indicating it is no longer required.
- Federal Contractor Minimum Wage Notices: Expected changes due to the rescission of EO 14026, which had previously raised the minimum wage for federal contractors.
How Employers Can Prepare
As these executive orders continue to shape federal labor policies, employers should take proactive steps to remain compliant:
- Review contracts and policies to ensure compliance with the new EOs.
- Halt any DEI initiatives that base employment decisions on race or gender before the April 19, 2025, deadline.
- Monitor DOL guidance for upcoming clarifications regarding wage requirements and workplace discrimination laws.
- Update compliance posters as soon as new regulations are confirmed and published.
Looking Ahead: Staying Informed and Compliant
At LaborLawCenter, we are closely tracking these changes and their implications for workplace compliance. As soon as the DOL provides official guidance, we will take appropriate actions to update and distribute the necessary compliance materials.
For the latest updates and compliance solutions, stay connected with LaborLawCenter. We will continue to provide insights and necessary tools to help you navigate these regulatory shifts effectively.
