The New DOL Rule on Worker Classification: What Employers Must Know in 2025

Marketing and Empathy Psychology

By - Margie Faulk

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New DOL Enforcement Policy: How to Properly Classify Workers in 2025

The U.S. Department of Labor (DOL) has once again shifted its stance on how businesses should classify workers under the Fair Labor Standards Act (FLSA). In a major development for 2025, the DOL has paused enforcement of the 2024 independent contractor rule and is reverting to the long-standing “economic reality” test — a more flexible framework that may make it easier to designate certain workers as independent contractors.

This critical shift impacts how businesses nationwide must approach employee vs. contractor classification — with real compliance risks on the line.

Join us for a must-attend webinar that unpacks what this change means for employers, HR teams, and compliance professionals. We’ll explore the legal landscape, practical implications, and the key factors DOL investigators will now focus on. Learn how to protect your organization from costly misclassification errors while maintaining workforce flexibility.

What You’ll Learn:

How the DOL’s suspension of the 2024 Rule reshapes employer responsibilities in 2025
What the “economic reality” test really means — and how to apply it correctly
The six non-exhaustive factors that guide the DOL’s independent contractor analysis
How freelancers and contractors may adapt their contracts under the new regime
The top compliance risks and mistakes employers must avoid
How litigation and pending legal challenges may impact future enforcement
Steps HR and compliance teams should take now to ensure classification confidence

Why You Should Attend:

Gain clarity on the DOL’s current approach to worker classification and what’s changed from the 2024 Rule.
Understand the six-factor “economic reality” test and how to apply it in real-world scenarios.
Avoid misclassification penalties by learning how investigators will evaluate roles — beyond job titles and contracts.
Get actionable guidance on how to structure contracts, evaluate roles, and mitigate legal risk during this transition period.
Prepare your business for potential future rulemaking or court decisions that may further alter the classification landscape.

Who Should Attend?

Employers of all sizes
Business owners and founders
HR professionals and recruiters
Legal and compliance officers
Operations and finance leaders

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Webinar Type

Clear

Speaker Detail

Margie Faulk is a senior-level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie has provided small to large businesses with risk management strategies that protect companies and reduce potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural. Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management. Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace regulations. Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part of an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace, Volatile Termination E-Book, and other compliance program tools when attendees register and attend Margie’s training. Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).