Employment Law & Compliance Highlights from the Law Offices of Paul P. Cheng

Employment Law & Compliance Highlights from the Law Offices of Paul P. Cheng

– FEDERAL –

EEO-1 Reporting Deadline Approaches for 2024 Data

The U.S. Equal Employment Opportunity Commission (EEOC) officially opened the 2024 EEO-1 Component 1 data collection on May 20, 2025. All covered private employers with 100 or more employees, and certain federal contractors, must submit their reports by June 24, 2025. After this date, the EEOC will no longer accept filings for the 2024 reporting cycle, and non-compliant employers may face enforcement consequences.

Employers are strongly encouraged to review the 2024 EEO-1 Component 1 Instruction Booklet to ensure accurate and timely submission. Updates and resources will continue to be posted on the official EEOC data collection website.

DOL Updates Guidance on Independent Contractor Classification

On May 1, 2025, the U.S. Department of Labor (DOL) issued Field Assistance Bulletin No. 2025-1, changing how its Wage and Hour Division evaluates worker classification under the Fair Labor Standards Act (FLSA). Due to pending legal challenges and a potential rollback of the 2024 Independent Contractor Rule, the DOL has instructed field staff to temporarily revert to earlier guidance—specifically, Fact Sheet 13 and Opinion Letter FLSA 2019-6—when assessing whether a worker is an employee or an independent contractor.

While the 2024 rule technically remains in effect, it will not be the basis for enforcement actions unless compensation has already been issued (either to employees or through settlement with the DOL) prior to May 1, 2025.

Employer Takeaway: Given the evolving regulatory landscape, we advise employers to consult with counsel when determining worker classifications under the FLSA to mitigate potential risk.

If you have any questions about how these developments may impact your business, please contact our team at PPRCLaw for guidance tailored to your specific circumstances.

– CALIFORNIA –

These developments highlight the evolving landscape of employment regulations on both federal and state levels. Employers should stay updated and ensure compliance to avoid legal pitfalls and potential penalties. Legal counsel is recommended to navigate any complex changes effectively.

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– TRIAL LAWYERS –
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