In 2026, the Department of Labor (DOL) has signaled a shift in its enforcement position on independent contractor classification under the Fair Labor Standards Act (FLSA), potentially making it easier for businesses to classify workers as contractors.
The DOL is no longer enforcing the 2026 independent contractor rule and will instead rely on a more traditional "economic reality" test for determining worker status. This shift may lead to more businesses classifying workers as independent contractors at the federal level.
Instead of the 2026 rule, the DOL will use the traditional "economic reality" test, which considers various factors like the degree of control by the employer, the permanency of the relationship, and the worker's opportunities for profit or loss.
In place of the 2026 Rule, the DOL will apply the prior “economic realities” test as described in Fact Sheet #13 (2008) and Opinion Letter FLSA2019-6. This framework focuses on whether the worker is economically dependent on the employer (and, thus, an employee) or in business for themselves (and, thus, an independent contractor).
time for your organization as Managers will be more informed and be prepared
WHY SHOULD YOU ATTEND?
The DOL's decision to suspend enforcement of the 2026 Rule means WHD investigators will evaluate independent contractor status under the FLSA using the more familiar, broad "economic reality" test the DOL has used for decades, which is widely viewed as more employer friendly.
Although no new legal duties are being imposed, employers should continue to carefully assess how workers actually function in the job - not just how the job is written in contracts, job descriptions, or titles. While the 2026 Rule technically remains in place, the DOL WHD is not enforcing it. For now, the DOL is returning to its traditional interpretation of employee v. independent contractor status under the FLSA, while awaiting the outcome of ongoing litigation and considering potential rule changes.
Although no new legal duties are being imposed, employers should continue to carefully assess how workers actually function in the job - not just how the job is written in contracts, job descriptions, or titles. While the 2026 Rule technically remains in place, the DOL WHD is not enforcing it. For now, the DOL is returning to its traditional interpretation of employee v. independent contractor status under the FLSA, while awaiting the outcome of ongoing litigation and considering potential rule changes.
AREA COVERED
- Learn how the new Independent Contractor vs Employee will change the landscape for Employers
- Learn what tools Employers need to use to determine the classification of their workers
- Learn how freelancers will adapt to the updated classification when they initiate contracts with Employers
- Learn which change will impact Employers the most
- Learn what the new rule’s six non-exhaustive factors to guide the independent contractor analysis
- Learn what legal cases will emerge as a result of this updated rule
- Learn the most effective method Employers need to meet compliance expectations
- Learn what the “Economic Reality Test” is and how employees will be classified going further
WHO WILL BENEFIT?
- All Employers
- Business Owners
- Company Leadership
- Compliance Professionals
- HR Professionals
- Managers/Supervisors
The DOL's decision to suspend enforcement of the 2026 Rule means WHD investigators will evaluate independent contractor status under the FLSA using the more familiar, broad "economic reality" test the DOL has used for decades, which is widely viewed as more employer friendly.
Although no new legal duties are being imposed, employers should continue to carefully assess how workers actually function in the job - not just how the job is written in contracts, job descriptions, or titles. While the 2026 Rule technically remains in place, the DOL WHD is not enforcing it. For now, the DOL is returning to its traditional interpretation of employee v. independent contractor status under the FLSA, while awaiting the outcome of ongoing litigation and considering potential rule changes.
Although no new legal duties are being imposed, employers should continue to carefully assess how workers actually function in the job - not just how the job is written in contracts, job descriptions, or titles. While the 2026 Rule technically remains in place, the DOL WHD is not enforcing it. For now, the DOL is returning to its traditional interpretation of employee v. independent contractor status under the FLSA, while awaiting the outcome of ongoing litigation and considering potential rule changes.
- Learn how the new Independent Contractor vs Employee will change the landscape for Employers
- Learn what tools Employers need to use to determine the classification of their workers
- Learn how freelancers will adapt to the updated classification when they initiate contracts with Employers
- Learn which change will impact Employers the most
- Learn what the new rule’s six non-exhaustive factors to guide the independent contractor analysis
- Learn what legal cases will emerge as a result of this updated rule
- Learn the most effective method Employers need to meet compliance expectations
- Learn what the “Economic Reality Test” is and how employees will be classified going further
- All Employers
- Business Owners
- Company Leadership
- Compliance Professionals
- HR Professionals
- Managers/Supervisors
