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Preparing for the 2024 and 2025 Overtime Rule: Changes for Executive, Administrative, Professional, Outside Sales, and Computer Employees

As the calendar moves closer to July 1, 2024, the implementation of the new overtime rules, designated to significantly impact the administrative, professional and executive employees, draws near.  With the introduction of this new federal law for these salaried employees, organizations across all industries are prompted to re-evaluate their compensation strategies to ensure compliance. The changes, driven by the Department of Labor (DOL), aim to extend overtime protections to millions of workers by adjusting the minimum compensation requirement and the Fair Labor Standards Act (FLSA) salary threshold for 2024. This shift underscores the importance of staying abreast of legislative developments to maintain not only legal compliance but also competitive advantage in attracting and retaining talent.

This article will guide you through understanding the new DOL final rule, evaluating your company’s current compensation strategies in light of the upcoming changes, and implementing a compliance checklist to navigate the complexities of the new overtime rules 2024. Additionally, it will offer best practices to ensure your organization is fully prepared for the July 2024 and January 2025 milestones. By the conclusion, you’ll be equipped with the knowledge and tools necessary to adapt to the DOL overtime rule 2024 effectively, meeting the new minimum compensation requirements and FLSA salary threshold 2024 ahead of time.

Understanding the New DOL Final Rule

Details of the Final Rule

The Department of Labor’s final rule, effective from July 1, 2024, was shaped by extensive public engagement, including 30 listening sessions and over 33,000 comments. It redefines the salary thresholds under the Fair Labor Standards Act (FLSA), aiming to extend overtime protections to a broader group of salaried employees[15].

Effective Dates and Salary Thresholds

Starting July 1, 2024, the salary threshold for overtime eligibility will increase to $844 per week, making most salaried workers earning below this amount eligible for overtime pay. This threshold will see a further increase to $1,128 per week starting January 1, 2025. Additionally, the threshold for highly compensated employees will rise to $132,964 in 2024 and then to $151,164 in 2025, with subsequent updates every three years to adjust to salary changes[15].

Implications for Employers and Employees

Employers must review and possibly adjust their payroll structures to comply with the new thresholds. This change is estimated to impact up to 4 million workers, necessitating significant adjustments in workforce management and payroll systems. Employees who previously did not qualify for overtime pay may find themselves eligible under the new rules, potentially increasing their earnings for hours worked beyond the standard 40-hour workweek[15].

Evaluating Compensation Strategies

Reviewing Current Salary Levels

To comply with the new DOL overtime rules, you should first assess the current salaries of your exempt employees. Identify those whose earnings fall between the existing threshold of $35,568 and the upcoming thresholds of $43,888 and $58,656[18]. This review will help determine which employees are affected by the new regulations and require adjustments to meet the new standards[20].

Options for Meeting the New Thresholds

You have two primary options to align with the new salary thresholds: either increase the salaries of affected employees to maintain their exempt status or reclassify them as nonexempt. The decision should consider the economic impact and the employee’s typical work hours. For employees close to the new threshold, increasing their salary might be more cost-effective than managing overtime payments[22].

Reclassifying Employees

If reclassification is the chosen strategy, it’s crucial to manage it sensitively to avoid morale issues. Reclassification might be perceived as a demotion; hence, explaining the potential benefits, such as eligibility for overtime pay, is essential. Additionally, ensure compliance with both federal and state laws, which may have differing criteria for exempt status[23]. This approach requires careful planning to mitigate any negative impact on employee satisfaction and company culture[22].

Compliance Checklist and Best Practices

Conducting an Exemption Audit

To ensure compliance with the new overtime rules 2024, start by conducting a thorough audit of your payroll. Review each employee’s status to determine if they are eligible for overtime by examining job titles, descriptions, and salary information[27]. This process involves a series of tests including the salary basis test, the salary level test, and the duties test to confirm exemption eligibility[27].

Implementing Necessary Changes

Once you have identified which employees are affected by the new federal law for salaried employees, consider either raising their salaries to meet the new thresholds or reclassifying them as nonexempt[25]. It’s crucial to update your HR and payroll systems to incorporate these changes and ensure all affected employees are correctly classified before the dol overtime rule 2024 takes effect[26].

Communicating Updates to Employees

Effective communication is key to smoothly implementing these changes. Develop a comprehensive communication plan that informs affected employees about the reclassification and the reasons behind it[33]. Ensure that this communication includes detailed explanations of any new timekeeping requirements and the implications of these changes on their employment status[25][32]. Training on new policies and systems should also be provided to help both employees and managers adapt to the new regulations[32].


By understanding the details of the DOL’s final rule, assessing current compensation structures, and enacting vital adjustments, organizations can align with the new salary thresholds, thereby extending overtime protections to a wider pool of employees. The significance of these changes cannot be overstated, as they hold the potential to transform payroll management and employee classification processes, impacting millions of workers and their employers.

Preparing for these changes requires a diligent approach to auditing, strategic planning, and clear communication, ensuring that all parties are informed and compliant with the new standards. As these adjustments represent a fundamental shift in how businesses manage their workforce, the support of experienced HR and compliance professionals can be invaluable. Contact Merritt Business Solutions to implement an audit and compliance plan that aligns with these comprehensive new requirements. Adapting to the overtime rule changes in a timely and effective manner will not only ensure legal compliance but also contribute to maintaining a positive and productive work environment.


1. What changes are being made to overtime rules in 2024?
Starting July 1, 2024, the salary threshold for overtime eligibility will be increased to $43,888 annually, from the current $35,568. This change will be followed by another increase on January 1, 2025, raising the threshold further to $58,656.

2. How does the Department of Labor’s 2024 overtime rule affect employees?
The Department of Labor’s new rule, effective from July 1, 2024, raises the salary threshold to $43,888 per year ($844 per week), up from $35,568 per year ($684 per week). This adjustment will shift many employees who were previously exempt from overtime pay to nonexempt status, thus making them eligible for overtime wages.

3. Is there any legal challenge to the 2024 overtime rule?
Yes, shortly after the announcement of the new overtime rule, on May 22, 2024, several business and industry groups initiated a lawsuit in the U.S. District Court for the Eastern District of Texas. Their goal is to delay the implementation of the Department of Labor’s updated Overtime Rule.


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