DOL proposes rollback of 60+ workplace protections
In a sweeping new proposal, the U.S. Department of Labor has announced plans to repeal or revise over 60 workplace regulations, a move the agency describes as long overdue, but one that labor advocates warn could significantly increase risk for millions of workers.
From home care wages and farmworker protections to OSHA and mine safety enforcement, the rules targeted repeal of span industries and risk categories.
And while the stated intent is to reduce regulatory burden, the broader message is clear:
Federal compliance requirements are changing—fast—and the responsibility is shifting back to employers.
What is changing?
The proposal, introduced in July 2025, includes revisions that could:
Allow home care agencies to pay 3.7 million workers below the federal minimum wage
Remove mandatory lighting requirements at construction sites
Weaken OSHA enforcement for jobs involving “inherently dangerous” activities (like animal handling, stunt work, or professional sports)
Roll back mine plan oversight from MSHA regulators
Eliminate seatbelt mandates and anti-retaliation rules for H‑2A migrant workers
Labor Secretary Lori Chavez-DeRemer framed the move as a return to common sense, stating it would “slash red tape” and help employers avoid “costly and outdated” regulatory constraints.
Why does this matter for employers, HR leaders, and PEOs?
While the rollback may reduce paperwork, it doesn’t eliminate risk. In fact, it shifts responsibility in five important ways:
1. Compliance becomes more decentralized
Without federal protections, businesses must rely on a patchwork of state laws, many of which vary dramatically depending on location, industry, or worker classification. For HR partners, this means:
Updating handbooks and wage policies
Monitoring changes across multiple jurisdictions
Advising clients on risk exposure in the absence of clear federal standards
2. Worker safety becomes an internal responsibility
If OSHA backs off enforcement for certain sectors, employers must self-regulate. Whether it’s lighting on job sites or fall protection protocols, you’ll need documented internal policies to show reasonable precautions were taken—even if there’s no longer a federal requirement.
3. Higher litigation and claims exposure
Looser regulation can mean:
More workplace injuries
Higher workers’ comp claims
Greater liability in civil suits if incidents occur where prior federal protections were removed
Insurers may respond by tightening terms, raising rates, or requiring more robust safety and documentation protocols, especially for high-risk clients in construction, agriculture, or home services.
4. Industries supported by HR and PEO providers are directly affected
Home health, construction, agriculture, logistics—these are core client verticals for many outsourced HR partners. The loss of wage protections or safety oversight in these sectors will raise questions and employers will look to their partners for clarity and support.
5. Proactive communication is more important than ever
Clients and employees alike may not fully understand what these regulatory shifts mean.
That makes it vital to:
Keep clients informed
Update employment contracts and job descriptions
Provide training and guidance on newly uncovered risk areas
A moment to lead
This wave of deregulation introduces real risk—but it also presents a strategic opening for HR leaders, compliance advisors, and service providers to demonstrate true value.
By actively helping businesses to:
Audit their current policies and procedures
Plug gaps where federal protections may be disappearing
Clarify which regulations no longer apply and why
Reinforce their commitment to worker safety and fair pay
Final thought
As the DOL reshapes decades of workplace protections, businesses will need more than policy updates. They’ll need partners who can interpret complexity, reduce liability, and protect people and performance alike.
The federal safety net may be shrinking, but employers still have the responsibility and the power to get it right.
