Federal Overtime Changes Effective July 1, 2024*
*Important note: On Nov. 15, 2024, a federal district court vacated the U.S. Department of Labor’s (DOL’s) April 2024 final rule, described below, increasing the minimum salary level for the Fair Labor Standards Act’s (FLSA’s) executive, administrative and professional (EAP) exempt employees beginning Jan. 1, 2025. The minimum salary level for EAP-exempt employees reverts to its previous threshold of $684 per week, or $35,568 per year.
It is unknown whether the DOL will appeal this ruling.
Notice to state agencies and institutions of higher education: U.S. Department of Labor (DOL) rules on the white-collar exemption from the Fair Labor Standards Act (FLSA) minimum wage requirements are changing effective July 1, 2024.
Note: The Texas Comptroller of Public Accounts does not provide guidance on FLSA, overtime exemptions or related issues.
On April 23, 2024, the DOL announced a final rule which updates and revises the regulations issued under section 13(a)(1) of the Fair Labor Standards Act implementing the exemption from minimum wage and overtime pay requirements for executive, administrative, and professional (EAP) employees. The DOL last updated these regulations in 2019.
The final rule:
- Raises the salary threshold to $844 a week or $43,888 a year (up from $684 a week or $35,568 a year).
- Raises the total annual compensation level for “highly compensated employees (HCEs)” to $132,964 (up from $107,432).
- Provides a mechanism for the timely and efficient updating of the standard salary and HCE total compensation thresholds to reflect current earnings data.
- Does not change any of the existing job duty requirements to qualify for an exemption. Both the standard duties tests and the highly compensated employee duties test remain unchanged.
Note: Effective Jan. 1, 2025, the salary threshold increases to $1,128 a week or $58,656 a year and the HCE total annual compensation threshold increases to $151,164.
These amounts will be adjusted again effective July 1, 2027, and then every three years thereafter.
Agencies and institutions should review information about their FLSA exempt staff and determine the effect, if any, of this change. For more information, see:
- Frequently Asked Questions - Final Rule: Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees on the DOL website.
- Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales and Computer Employees in the Federal Register.
| Date | Updates |
|---|---|
| 12/06/2024 | Updated page to reflect federal court ruling vacating rule |
| 07/10/2024 | Updated page to reflect federal court injunction blocking rule |
| 06/18/2024 | Updated page to reflect new final DOL rule |