DOL Initiates Extensive Deregulation Efforts

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Quick Look

  • As of July 1, 2025, the DOL has proposed over 60 regulatory rollbacks in response to a Trump Executive Order requiring agencies to eliminate 10 rules for every new one.
  • Key proposals affect OSHA enforcement, in-home healthcare protections, H-2A visa worker rights, affirmative action for contractors and apprenticeships, and ERISA fiduciary rules.

Discussion

On July 1, 2025, the U.S. Department of Labor (DOL) launched a sweeping deregulatory initiative, advancing over 60 proposals that could significantly reshape workplace compliance across industries. This effort follows an Executive Order issued by President Trump in January 2025, directing federal agencies to rescind 10 regulations for every new one issued. Key proposals of the DOL’s deregulation efforts are summarized below.

 

Workplace Safety. The DOL proposed rolling back OSHA’s reporting requirements for musculoskeletal disorders, as well as narrowing enforcement under OSHA’s General Duty Clause to limit enforcement in professional activities that are inherently risky (e.g., sports and entertainment).

 

Healthcare. The DOL aims to eliminate minimum wage and overtime protections for millions of in-home care workers under the FLSA. This action could potentially ease payroll burdens, but would likely raise pay equity concerns.

 

Agriculture. The DOL proposed revoking some Biden-era employment protections for seasonal H-2A visa workers, including protections related to collective action and concerted activity. The Trump-era DOL had previously indicated they would suspend enforcement of the Biden-era 2024 farmworker rule, but this proposal would officially rescind the 2024 rule.

 

Federal Contractors. The DOL seeks to rescind the anti-discrimination regulations enforced by the OFCCP. The OFCCP already faces potential dismantling altogether, which would remove certain affirmative action and audit obligations entirely.

 

Apprenticeships. The DOL initiatives remove affirmative action requirements for registered apprenticeship programs and reduce diversity-related training requirements.

 

Employee Benefits. The DOL also proposes revoking legacy fiduciary rules under ERISA, which could impact employee benefits administration.

 

Despite the breadth of these proposals, most are still in the early stages of rulemaking. Employers should expect Federal Register notices soon, followed by public comment periods and potential revisions during interagency review. Final rules may be issued by year-end or early into 2026. It is expected that many of these proposals will face legal challenges, so employers should continue to monitor the DOL’s regulatory efforts closely.

 

Action Items

  1. Assess how proposed changes may impact the employer’s workforce.
  2. Consult with legal counsel about specific application of proposals.
  3. Continue to monitor DOL regulatory initiatives.

 

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2025 ManagEase