The Overtime Regular Rate: How to Calculate It and the Five Most Expensive Mistakes

Fact Check: The Overtime Regular Rate: How to Calculate It and the Five Most Expensive Mistakes

Partial

Issue

Outdated

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Verified May 25, 2026How we fact-check

Summary

47 verifiable claims checked across the federal FLSA framework (29 U.S.C. § 207, § 216, § 255), the implementing regulations at 29 CFR Part 778 (§§ 778.108, 778.115, 778.207, 778.208, 778.209, 778.211, 778.303, 778.322), the 2019 Regular Rate Final Rule (Federal Register doc 2019-26447), DOL Fact Sheets #23, #56A, #56C, and the case law that anchors federal and California treatment (Walling v. Youngerman-Reynolds, Bay Ridge v. Aaron, 149 Madison Ave. v. Asselta, Mt. Clemens, Helix Energy v. Hewitt, Alvarado v. Dart Container, Magadia v. Wal-Mart, Ward v. United Airlines). Each worked-example calculation (including the Maya canonical multi-quarter walkthrough across federal default + retroactive raise + California Alvarado), each §7(e) exclusion category, and each industry pattern is checked as a discrete claim. All claims ship ✓ Verified — zero ⚠ Partial, zero ✗ Issue. Cross-checked against the shipped overtime-rules-by-state, salaried-non-exempt-employees, holiday-pay-laws-by-state, and how-to-calculate-retro-pay fact-checks where claims overlapped.

Specific numeric

1 claim

The Department of Labor recovered $259 million in back wages in fiscal year 2025; overtime violations account for roughly 80% of FLSA cases

Appears in: Stakes-led intro
Source (primary): https://www.dol.gov/agencies/whd/data
Source (secondary): https://www.dol.gov/newsroom/releases/whd/whd20260108
Archive: https://web.archive.org/web/2026/https://www.dol.gov/newsroom/releases/whd/whd20260108
Verified: May 25, 2026· 2+ independent sources
Notes: Cross-verified against the shipped overtime-rules-by-state/fact-check.md and salaried-non-exempt-employees/fact-check.md which carry the same claim.

Case law

7 claims

Magadia v. Wal-Mart produced a district-court judgment of roughly $102 million on a regular-rate / wage-statement theory before the 9th Circuit reversed on a technical §226(a)(9) ground

Appears in: Stakes-led intro
Source (primary): https://law.justia.com/cases/federal/appellate-courts/ca9/19-16184/19-16184-2021-05-28.html
Source (secondary): https://casetext.com/case/magadia-v-wal-mart-assocs-inc-1
Verified: May 25, 2026· 2+ independent sources
Notes: 9th Cir. reversed in 2021 on technical §226(a)(9) interpretation; the underlying district-court judgment from N.D. Cal. was approximately $102M (PAGA + §226). The reversal narrowed the law on §226(a)(9) specifically but did not eliminate the broader regular-rate / wage-statement derivative-claim theory. Article body language is faithful to the procedural posture.

Walling v. Youngerman-Reynolds Hardwood Co., 325 U.S. 419 (1945), held that the regular rate must be derived from actual hours worked and actual compensation paid, not from artificial contractual classifications

Appears in: What "regular rate" actually means
Source (primary): https://www.law.cornell.edu/supremecourt/text/325/419
Source (secondary): https://supreme.justia.com/cases/federal/us/325/419/
Verified: May 25, 2026· 2+ independent sources

Bay Ridge Operating Co. v. Aaron, 334 U.S. 446 (1948), addressed which premium pay items count toward OT vs which are excluded under §7(e)(5)-(7)

Appears in: Sources
Source (primary): https://www.law.cornell.edu/supremecourt/text/334/446
Source (secondary): https://supreme.justia.com/cases/federal/us/334/446/
Verified: May 25, 2026· 2+ independent sources

149 Madison Avenue Corp. v. Asselta, 331 U.S. 199 (1947), held that the regular rate must be the actual hourly rate that produces the worker's total compensation; artificial rate-setting is not permitted

Appears in: Sources
Source (primary): https://www.law.cornell.edu/supremecourt/text/331/199
Source (secondary): https://supreme.justia.com/cases/federal/us/331/199/
Verified: May 25, 2026· 2+ independent sources

Anderson v. Mt. Clemens Pottery Co., 328 U.S. 680 (1946), shifts burden of proof to employee when records are missing; employee's good-faith recollection controls

Appears in: Recordkeeping; FAQ
Source (primary): https://www.law.cornell.edu/supremecourt/text/328/680
Source (secondary): https://supreme.justia.com/cases/federal/us/328/680/
Verified: May 25, 2026· 2+ independent sources

Helix Energy Solutions Group, Inc. v. Hewitt, 598 U.S. ___ (2023), held that a $200k+/year daily-rate worker was non-exempt because the daily-rate structure didn't satisfy the salary basis test under 29 CFR 541.604(b)

Appears in: Recent changes
Source (primary): https://www.law.cornell.edu/supremecourt/text/21-984
Source (secondary): https://supreme.justia.com/cases/federal/us/598/21-984/
Verified: May 25, 2026· 2+ independent sources
Notes: Cross-verified against shipped salaried-non-exempt-employees/fact-check.md.

Alvarado v. Dart Container Corp. of California, 4 Cal. 5th 542 (Cal. Mar. 5, 2018), holds that for flat-sum bonuses, the divisor in the regular-rate calculation is NON-overtime hours (not total hours), and the bonus-portion OT premium is paid at 1.5× the resulting rate

Appears in: 5 Mistakes #5; California — Alvarado; FAQ
Source (primary): https://law.justia.com/cases/california/supreme-court/2018/s232607.html
Source (secondary): https://caselaw.findlaw.com/court/ca-supreme-court/1891058.html
Verified: May 25, 2026· 2+ independent sources
Notes: California Supreme Court docket S232607; opinion filed March 5, 2018; reporter cite 4 Cal. 5th 542. Cross-verified against shipped salaried-non-exempt-employees/fact-check.md.

Statutory / regulatory

12 claims

29 U.S.C. § 207(e) defines "regular rate" as all remuneration for employment paid to or on behalf of the employee, with eight statutory exclusions in §7(e)(1)-(8)

Appears in: What "regular rate" actually means
Source (primary): https://www.law.cornell.edu/uscode/text/29/207
Source (secondary): https://www.dol.gov/agencies/whd/fact-sheets/56a-regular-rate
Verified: May 25, 2026· 2+ independent sources

§7(e)(2) excludes pay for hours not worked (PTO, vacation, sick, holiday, jury duty), reimbursements, wellness program benefits, tuition/adoption assistance, and certain unused-leave payouts (post 2019 Final Rule)

Appears in: What "regular rate" actually means; 2019 Final Rule
Source (primary): https://www.law.cornell.edu/uscode/text/29/207
Source (secondary): https://www.federalregister.gov/documents/2019/12/16/2019-26447/regular-rate-under-the-fair-labor-standards-act
Verified: May 25, 2026· 2+ independent sources

§7(e)(3) excludes truly discretionary bonuses meeting the §778.211 test

Appears in: What "regular rate" actually means; 5 Mistakes #1
Source (primary): https://www.law.cornell.edu/uscode/text/29/207
Source (secondary): https://www.law.cornell.edu/cfr/text/29/778.211
Verified: May 25, 2026· 2+ independent sources

29 CFR 778.108 establishes that the regular rate is a mathematical computation, "unaffected by any designation of a contrary 'regular rate' in the wage contracts"

Appears in: What "regular rate" actually means
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.108
Verified: May 25, 2026single source
Notes: Cornell LII text fetched 2026-05-25; the verbatim block quote in article body matches the regulation.

29 CFR 778.115 requires weighted average for multi-rate workers: regular rate = total earnings ÷ total hours worked across all rates

Appears in: Multi-rate worker — §778.115; 5 Mistakes #2
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.115
Verified: May 25, 2026single source
Notes: Cornell LII text fetched 2026-05-25 confirms verbatim: "Where an employee in a single workweek works at two or more different types of work for which different nonovertime rates of pay (of not less than the applicable minimum wage) have been established, his regular rate for that week is the weighted average of such rates."

29 CFR 778.211 requires that a discretionary bonus have BOTH the fact of payment AND the amount at the employer's sole discretion, decided at or near the period's end

Appears in: §778.211 test; 5 Mistakes #1; FAQ
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.211
Source (secondary): https://www.dol.gov/agencies/whd/fact-sheets/56c-bonuses
Verified: May 25, 2026· 2+ independent sources
Notes: Cornell LII text fetched 2026-05-25 confirms verbatim: "both the fact that payment is to be made and the amount of the payment are determined at the sole discretion of the employer at or near the end of the period and not pursuant to any prior contract, agreement, or promise."

§778.211 explicitly lists non-discretionary bonus categories: bonuses promised on hiring, CBA bonuses, attendance bonuses, production bonuses, quality/accuracy bonuses, continuing-employment bonuses, retention/inducement bonuses

Appears in: §778.211 test; 5 Mistakes #1; FAQ
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.211
Verified: May 25, 2026single source
Notes: Cornell LII fetch confirms each enumerated category in regulation text.

29 CFR 778.209 requires non-discretionary multi-week bonuses to be apportioned back over workweeks of earning period; additional OT compensation = one-half of allocable hourly rate × OT hours per week

Appears in: §778.209 bonus apportionment; 5 Mistakes #3; FAQ
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.209
Verified: May 25, 2026single source
Notes: Cornell LII text fetched 2026-05-25 confirms: "When the amount of the bonus can be ascertained, it must be apportioned back over the workweeks of the period during which it may be said to have been earned." Verbatim block quote in article body matches.

29 CFR 778.303 requires retroactive pay increases to recompute OT premiums at the higher rate; per-OT-hour adjustment = 1.5× per-hour increase

Appears in: §778.303 retroactive pay increases; 5 Mistakes #4; FAQ
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.303
Verified: May 25, 2026single source
Notes: Cornell LII text fetched 2026-05-25 confirms: "If an employee receives a retroactive raise of 10 cents per hour, they are owed a retroactive increase of 15 cents for each overtime hour" worked during the retroactive period.

2019 Regular Rate Final Rule published December 16, 2019 (84 Fed. Reg. 68736) and effective January 15, 2020

Appears in: 2019 Final Rule; Recent changes
Source (primary): https://www.federalregister.gov/documents/2019/12/16/2019-26447/regular-rate-under-the-fair-labor-standards-act
Source (secondary): https://www.dol.gov/agencies/whd/overtime/2019-regular-rate
Verified: May 25, 2026· 2+ independent sources
Notes: Cross-verified against shipped salaried-non-exempt-employees/fact-check.md.

29 CFR 516.2(a) requires the employer to maintain hours worked each workday, regular hourly pay rate for OT workweeks, basis of wage payment, straight-time and OT earnings, and all additions/deductions

Appears in: Recordkeeping
Source (primary): https://www.law.cornell.edu/cfr/text/29/516.2
Verified: May 25, 2026single source
Notes: Cross-verified against shipped recordkeeping-requirements-by-state/fact-check.md and salaried-non-exempt-employees/fact-check.md.

2020 FWW Bonus Rule (Federal Register doc 2020-10872) published June 8, 2020, effective August 7, 2020; permits non-overtime bonuses alongside the fluctuating workweek method

Appears in: Recent changes
Source (primary): https://www.federalregister.gov/documents/2020/06/08/2020-10872/fluctuating-workweek-method-of-computing-overtime
Source (secondary): https://www.dol.gov/agencies/whd/fact-sheets/82-bonus-rule
Verified: May 25, 2026· 2+ independent sources
Notes: Cross-verified against shipped salaried-non-exempt-employees/fact-check.md.

Statutory

5 claims

§7(e)(1) excludes gifts and holiday or special-occasion payments NOT measured by hours worked or production

Appears in: What "regular rate" actually means
Source (primary): https://www.law.cornell.edu/uscode/text/29/207
Verified: May 25, 2026single source

§§7(e)(4)-(8) cover pension/profit-sharing contributions, premium pay structures, CBA premiums, and stock option income

Appears in: What "regular rate" actually means
Source (primary): https://www.law.cornell.edu/uscode/text/29/207
Verified: May 25, 2026single source

29 USC 207(g)(2) permits, by prior written agreement, OT to be paid at the rate established for the type of work performed during the OT hour

Appears in: Multi-rate worker — §778.115 (alternative); 5 Mistakes #2
Source (primary): https://www.law.cornell.edu/uscode/text/29/207
Source (secondary): https://www.law.cornell.edu/cfr/text/29/778.419
Verified: May 25, 2026· 2+ independent sources

29 USC 216(b) provides liquidated damages doubling the back-pay award for FLSA violations

Appears in: 5 Mistakes intro; Remediation playbook
Source (primary): https://www.law.cornell.edu/uscode/text/29/216
Verified: May 25, 2026single source

FLSA statute of limitations is 2 years; 3 years for willful violations under 29 USC 255(a)

Appears in: Remediation playbook
Source (primary): https://www.law.cornell.edu/uscode/text/29/255
Verified: May 25, 2026single source

DOL guidance

2 claims

DOL Fact Sheet #56A is the regular-rate overview

Appears in: Sources
Source (primary): https://www.dol.gov/agencies/whd/fact-sheets/56a-regular-rate
Verified: May 25, 2026single source

DOL Fact Sheet #56C is the bonuses-under-FLSA explainer

Appears in: Sources
Source (primary): https://www.dol.gov/agencies/whd/fact-sheets/56c-bonuses
Verified: May 25, 2026single source

State statute

1 claim

California Bus. & Prof. Code § 17200 (UCL) provides a 4-year statute of limitations for wage-and-hour derivative claims

Appears in: 5 Mistakes #5; California — Alvarado; Remediation playbook
Source (primary): https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=BPC&sectionNum=17200
Source (secondary): https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=CCP&sectionNum=338
Verified: May 25, 2026· 2+ independent sources

Worked example

10 claims

Hourly worker at $20/hr × 45 hours yields $950 total comp ($20 × 40 + 5 × 1.5 × $20)

Appears in: Hourly worker at a single rate
Source (primary): https://www.law.cornell.edu/uscode/text/29/207
Verified: May 25, 2026single source
Notes: $20 × 40 = $800; 5 × 1.5 × $20 = $150; total $950. Math verified manually.

Multi-rate worker ($20×30 + $30×20 = 50hr) under §778.115 weighted average yields $1,320 total comp; regular rate = $24.00/hr; OT premium = $120

Appears in: Multi-rate worker — §778.115; FAQ
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.115
Verified: May 25, 2026single source
Notes: Total earnings = (30 × $20) + (20 × $30) = $600 + $600 = $1,200. Regular rate = $1,200 ÷ 50 = $24.00/hr. OT premium = 10 × 0.5 × $24.00 = $120. Total = $1,320. Math verified manually.

Single-workweek bonus worker ($20/hr × 50 hours + $500 blitz bonus) yields $1,650 total comp; regular rate = $30/hr

Appears in: §778.211 non-discretionary bonus inclusion
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.211
Verified: May 25, 2026single source
Notes: Total earnings = $20 × 50 + $500 = $1,500. Regular rate = $1,500 ÷ 50 = $30.00. OT premium = 10 × 0.5 × $30 = $150. Total = $1,650. Underpayment if bonus excluded: $50 per OT week. Math verified manually.

Quarterly $1,300 bonus apportioned over 13 weeks at $100/wk; for a 45hr OT week, additional OT premium owed = $5.56

Appears in: §778.209 bonus apportionment
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.209
Verified: May 25, 2026single source
Notes: $1,300 ÷ 13 = $100/week apportioned. For 45-hour week: total = $20 × 45 + $100 = $1,000; regular rate = $1,000 ÷ 45 = $22.22. Additional OT premium from bonus = 5 × 0.5 × ($100 ÷ 45) = 5 × 0.5 × $2.22 = $5.56. Math verified manually.

$2/hr retroactive raise × 5 OT hrs/wk × 8 weeks yields $120 OT-side retro owed (plus $640 straight-time retro)

Appears in: §778.303 retroactive pay increases
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.303
Verified: May 25, 2026single source
Notes: Per-OT-hour adjustment = 1.5 × $2 = $3.00 (per §778.303's 10c → 15c rule scaled to $2 → $3). 5 OT hours × 8 weeks × $3 = $120. Straight-time retro: 40 hrs × 8 wks × $2 = $640. Total = $760. Math verified manually.

Maya canonical worked example — average federal week ($20/hr × 30 jani + $30/hr × 20 HVAC = 50 hours) yields $1,320 total comp; weighted-average regular rate $24.00; OT premium $120

Appears in: A full year, one worker (Maya canonical worked example)
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.115
Verified: May 25, 2026single source
Notes: Total earnings = (30 × $20) + (20 × $30) = $1,200. Regular rate = $1,200 ÷ 50 = $24.00. OT premium = 10 × 0.5 × $24 = $120. Total = $1,320. Reuses the multi-rate weighted-average math from the standalone earlier example with the same numbers (different worker name; same math).

Maya quarterly bonus apportionment — $400 bonus over 13 weeks at $30.77/week; for average 50-hr week, additional OT premium = $3.08; for heavy 60-hr week, additional OT premium = $5.13

Appears in: A full year, one worker (Maya Q1 — Texas)
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.209
Verified: May 25, 2026single source
Notes: $400 ÷ 13 weeks = $30.77/week apportioned. For 50-hr week: bonus-portion regular rate = $30.77 ÷ 50 = $0.6154; additional OT premium = 10 × 0.5 × $0.6154 = $3.08. For 60-hr week: bonus-portion regular rate = $30.77 ÷ 60 = $0.5128; additional OT premium = 20 × 0.5 × $0.5128 = $5.13. Math verified manually.

Maya retroactive raise — $1/hr × 6 weeks (2 slow + 3 avg + 1 heavy) yields $290 straight-time + $25 OT-side recompute = $315 total

Appears in: A full year, one worker (Mid-Q2 retroactive raise)
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.303
Verified: May 25, 2026single source
Notes: Straight-time: 2 × 40 × $1 + 3 × 50 × $1 + 1 × 60 × $1 = $80 + $150 + $60 = $290. OT-side recompute (half-time on the rate increase): average weeks 3 × 10 OT × $0.50 = $15; heavy week 1 × 20 OT × $0.50 = $10; total OT-side = $25. Grand total = $315. Math verified manually. Note: the article uses 0.5× the per-hour raise for the OT-side adjustment because the straight-time portion of OT hours is already captured in the straight-time retro calculation (which multiplies $1 × all hours including OT hours).

Maya Q3 California — quarterly bonus apportionment under Alvarado yields $150.15 (7 average weeks × $11.55 + 3 heavy weeks × $23.10)

Appears in: A full year, one worker (Q3 — Sacramento, California)
Source (primary): https://law.justia.com/cases/california/supreme-court/2018/s232607.html
Verified: May 25, 2026single source
Notes: Bonus per week apportioned = $400 ÷ 13 = $30.77. Bonus regular rate under Alvarado (non-OT hours divisor) = $30.77 ÷ 40 = $0.77/hour. For average 50-hr week (10 OT): bonus-portion OT premium = 10 × 1.5 × $0.77 = $11.55. For heavy 60-hr week (20 OT): 20 × 1.5 × $0.77 = $23.10. Aggregate Q3 = 7 × $11.55 + 3 × $23.10 = $80.85 + $69.30 = $150.15. Math verified manually.

California $20/hr × 50hr + $200 weekend bonus yields $1,375 under Alvarado vs $1,320 federal ($55/week CA delta)

Appears in: 5 Mistakes #5; California — Alvarado worked comparison; FAQ
Source (primary): https://law.justia.com/cases/california/supreme-court/2018/s232607.html
Source (secondary): https://www.dir.ca.gov/dlse/faq_overtime.htm
Verified: May 25, 2026· 2+ independent sources
Notes: Federal: regular rate = $1,200 ÷ 50 = $24; OT premium = 10 × 0.5 × $24 = $120; total $1,320. California: base regular rate = $20; base OT premium = 10 × 0.5 × $20 = $100; bonus regular rate = $200 ÷ 40 (non-OT hours) = $5; bonus OT premium = 10 × 1.5 × $5 = $75; total = $20 × 40 + $30 × 10 + $200 + $75 = $800 + $300 + $200 + $75 = $1,375. Delta = $55/week. Math verified manually against Alvarado opinion.

Worked example aggregate

3 claims

Maya Q1 quarterly bonus apportionment aggregate = $36.95 (7 average weeks × $3.08 + 3 heavy weeks × $5.13)

Appears in: A full year, one worker (Maya Q1 — Texas)
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.209
Verified: May 25, 2026single source
Notes: 7 × $3.08 + 3 × $5.13 = $21.56 + $15.39 = $36.95. Math verified manually.

Maya CA bonus-portion delta = $113.20/quarter; annualized $452.80/year; 4-year UCL window $1,811.20 per worker

Appears in: A full year, one worker (Q3 — Sacramento, California; CA delta)
Source (primary): https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=BPC&sectionNum=17200
Source (secondary): https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=CCP&sectionNum=338
Verified: May 25, 2026· 2+ independent sources
Notes: Quarter delta = $150.15 (CA Alvarado) - $36.95 (federal) = $113.20. × 4 quarters = $452.80/year. × 4-year UCL window per CCP §338 applied to Bus. & Prof. Code §17200 = $1,811.20 per worker. Per-100-worker aggregate = $181,120. Math verified manually.

Alvarado annual exposure ~$2,860/yr per worker; 4-year UCL exposure ~$11,440/worker

Appears in: 5 Mistakes #5; California — Alvarado; FAQ
Source (primary): https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=BPC&sectionNum=17200
Source (secondary): https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=CCP&sectionNum=338
Verified: May 25, 2026· 2+ independent sources
Notes: $55/week × 52 weeks = $2,860/year. × 4 years UCL window = $11,440. Math verified manually.

Industry pattern

3 claims

Facility maintenance / multi-skill technicians are a high-frequency §778.115 weighted-average population

Appears in: Industries where the regular rate is most error-prone
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.115
Source (secondary): https://www.dol.gov/agencies/whd/fact-sheets/56a-regular-rate
Verified: May 25, 2026· 2+ independent sources

Hospitality (hotels, restaurants) workers commonly hold multi-rate positions with §3(m) tip-credit interactions

Appears in: Industries where the regular rate is most error-prone
Source (primary): https://www.law.cornell.edu/cfr/text/29/531.59
Source (secondary): https://www.dol.gov/agencies/whd/fact-sheets/15-tipped-employees-flsa
Verified: May 25, 2026· 2+ independent sources

Warehouse and distribution workers commonly earn production / weekend / peak-season retention bonuses that are non-discretionary under §778.211

Appears in: Industries where the regular rate is most error-prone
Source (primary): https://www.law.cornell.edu/cfr/text/29/778.211
Verified: May 25, 2026single source

Statutory / industry pattern

1 claim

Healthcare (acute care + outpatient) uses §7(j) 8-and-80 hospital work-period election alongside regular-rate math

Appears in: Industries where the regular rate is most error-prone
Source (primary): https://www.law.cornell.edu/uscode/text/29/207
Source (secondary): https://www.dol.gov/agencies/whd/fact-sheets/54-healthcare-overtime
Verified: May 25, 2026· 2+ independent sources
Notes: Cross-verified against shipped salaried-non-exempt-employees/fact-check.md.

Case law / regulatory

1 claim

November 15, 2024 — State of Texas v. DOL (E.D. Tex.) vacated the 2024 DOL salary-threshold final rule

Appears in: Recent changes
Source (primary): https://storage.courtlistener.com/recap/gov.uscourts.txed.234440/gov.uscourts.txed.234440.66.0.pdf
Source (secondary): https://www.dol.gov/agencies/whd/overtime/rulemaking
Verified: May 25, 2026· 2+ independent sources
Notes: Cross-verified against shipped overtime-rules-by-state/fact-check.md and salaried-non-exempt-employees/fact-check.md.

Regulatory

1 claim

May 14, 2026 — DOL formally rescinded the 2024 salary-threshold rule

Appears in: Recent changes
Source (primary): https://www.dol.gov/agencies/whd/overtime
Source (secondary): https://www.federalregister.gov/agencies/wage-and-hour-division
Verified: May 25, 2026· 2+ independent sources
Notes: Cross-verified against shipped overtime-rules-by-state/fact-check.md and salaried-non-exempt-employees/fact-check.md.

Sources

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