DOL Independent Contractor Rule Insights by Melanie Ronen

This coming May 23, learn how to properly manage applicants and new hires in your organization, the valid way and costly labor disputes coming mismanaged employees.

Maine employers take note: Governor Mills has signed a new pay transparency law, effective July 2026, that will impact how compensation information is handled in hiring and employment records. Anne-Marie Storey breaks down what employers need to know and how to prepare ahead of the effective date. Read the full alert here: https://bit.ly/4d9ROJg

This Bernstein Shur update outlines the new pay transparency law taking effect in July 2026 and what employers should be doing now to prepare. Clear, actionable guidance on a change with real operational impact. #maineemployers #employmentlaw #paytransparency #hrcompliance #riskmanagement #beshur #bernsteinshur

On Feb. 27, the U.S. Department of Labor proposed a new rule that could reshape how businesses determine whether workers are classified as employees or independent contractors under federal law.   Key Takeaways: 👉 The DOL may rescind the 2024 independent contractor rule and return to a more streamlined framework 👉 A renewed focus on the “economic reality” test would examine the true nature of the working relationship 👉 Misclassification risks remain significant, including potential liability, back pay and penalties   The proposed rule emphasizes real-world working conditions over contract language, focusing on factors like employer control and a worker’s opportunity for profit or loss.   While not yet final, the rule could impact worker classification under the Fair Labor Standards Act and other federal laws. The public comment period closes April 28. Learn more from Bell Nunnally’s Alana Kalantzakis Ackels and Jay Wallace here: https://lnkd.in/gmGKeVxY.   #LaborAndEmploymentLaw #FLSA

Thrilled to author this Alert with my partner Alana Ackels on a proposed rule from the Department of Labor on the definition of an “independent contractor.“

🗞️ [NEW BLOG] What Employers Need to Know: New Pay Transparency Laws in Maine and Virginia Pay transparency requirements are expanding rapidly across the United States, pushing compensation strategy out of the back office and into the earliest stages of recruiting. In 2026, both Maine and Virginia enacted new laws that require employers to... ⬇️ Continue reading full update: https://lnkd.in/eSmg9GKH #PayTransparency #PayLaw #Maine #Virginia #Compensation

Big news for Maine employers! Last week, Governor Janet Mills signed Maine’s new Pay Transparency law, and it’s going to reshape how organizations approach compensation, hiring, and communication. Starting July 13, 2026, employers with 10+ employees must include pay ranges in job postings, along with other key requirements. The big question now: are you ready? At the Maine HR Convention, we’re tackling this head-on with a timely session: Pay Transparency in Maine: Rethinking Compensation through an Emerging Legal Lens with Brian Bouchard Tuesday, May 5, 2026 Get clear on: • What you’re required to disclose • Which roles are impacted • How to stay compliant without disrupting your workplace This isn’t theoretical; this is practical guidance you can take back and use immediately. Samoset Resort | Rockport, ME #MEHRC26 kicks off next Monday, May 4th. With the law already signed, now’s the time to get ahead, not catch up. Last chance to register: https://cvent.me/Lak2l5

The Employment Rights Act is already reshaping workplace decisions - often without businesses realising. Since ERA came into force, we’re seeing employers trip up, not on intent, but on: – outdated policies – unclear processes – everyday manager decisions That’s where risk creeps in. Our ERA Audit and Manager Training helps you: • understand how the changes affect your business • identify gaps before they become issues • equip managers to apply the law confidently, day to day This isn’t about box‑ticking. It’s about clarity, confidence and control, now the Act is live. 👉 Get practical support that reflects how businesses actually operate. https://brnw.ch/21x2hbQ

The DOL’s proposed joint employer rule is broader than most people think. If your business uses staffing agencies, subcontractors, or sits above a portfolio company and you have any meaningful say in how that workforce operates, you could be on the hook for wage and hour violations you didn’t cause. The test isn’t who signs the paychecks but who controls the work. Two questions worth asking now: Does your operational reality match your legal strategy? Does your EPL or wage and hour coverage actually respond to joint employer claims? Check out this article from Lockton’s Kelly Thoerig for the details: http://spr.ly/6042BBSgA4

Thanks to Anton Savage for having me on Newstalk Breakfast this morning to talk about the new pay transparency rules, and what they mean in practice for Irish employers. Our latest survey, also covered in The Irish Times this week, found that one in five Irish employers see the rules as an unnecessary burden. We’re working with clients now to get ahead of the changes, by building clear job frameworks and ensuring pay decisions can be justified on objective, gender-neutral criteria. Find out more, or listen to the conversation, here: https://bit.ly/3Oob5xf #MHCLaw #EmploymentLaw #PayTransparency