On May 14, 2026, the U.S. Department of Labor (DOL) rescinded its 2024 final overtime rule under the Fair Labor Standards Act (FLSA), removing the vacated rule from the Code of Federal Regulations and restoring the prior regulatory text.
Background
FLSA white-collar exemptions cover certain executive, administrative, professional (EAP), outside sales, computer, and some highly compensated employees. To qualify, these employees must meet specific duties tests and a minimum salary threshold.
2024 Final Rule
On April 26, 2024, the DOL issued a final rule raising the FLSA white‑collar salary thresholds and allowing automatic updates every three years. A federal court later vacated the rule nationwide, restoring the pre‑July 2024 thresholds, and on May 5, 2026, the DOL dropped its appeal, leaving the prior salary levels in place.
Employer Takeaway
The DOL’s amendment formally restores the pre‑July 2024 FLSA salary thresholds: $35,568 per year for EAP employees and $107,432 for highly compensated employees. Your current compliance obligations do not change. Download the bulletin for more details.
