It's six months into 2024 and the legal landscape for employers has been busy to say the least. New laws and regulations are popping up almost daily it seems and while many workers are thrilled with the new protections, most employers are struggling to keep up. With everything from updates to overtime eligibility to total bans on noncompete agreements, changes are coming and they are coming fast. Next month, employers will see the first of three earnings threshold changes for salary workers' entitlement to overtime. Starting July 1, most salaried workers in the United States who earn less than $844 per week will become eligible for overtime pay, and by 2027, the earnings thresholds will be automatically updated every three years (which is intended to help employers better manage the changing overtime salary threshold). In addition to overtime changes, employers are facing increased protections for workers across all areas, including workplace accommodations, drug testing, and pay transparency, among many others. It's crucial for employers to stay on top of these changes to avoid penalties, keep employees engaged to lower attrition rates, and protect themselves from lawsuits and increased competition. Let's take a brief look at the top three hot-button issues in employment law in the first half of 2024.

The PWFA

The Pregnant Workers Fairness Act, which went into effect on June 18, has recently had its fair share of controversy. The law is aimed at providing "'reasonable accommodation' to a qualified employee's or applicant's known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an 'undue hardship.'" The PWFA applies to accommodations only—not acts of discrimination (that's what Title VII is for, among other federal and state discrimination laws). It does not replace other federal, state, or local laws that are more protective of a qualified employee or applicant.