For more stories like this, sign up for the PLANADVISERdash daily newsletter.
DOL Stops Enforcing Biden-Era Independent Contractor Rule
Though the agency has not fully rescinded the 2024 rule, it indicated it will return to a simpler standard to define an independent worker.
The DOL announced it would no longer enforce a rule finalized in 2024 under former President Joe Biden that made it more challenging to classify workers as independent contractors, according to Field Assistance Bulletin 2005-1. The rule created problems for some financial advisers who would prefer to utilize the “independent contractor” designation.
The announcement comes as the DOL’s rule—Employee or Independent Contractor Classification Under the Fair Labor Standards Act—faces multiple legal challenges, which prompted the department’s response that it will consider rescinding the rule.
The Biden-era rule revised the definition of “independent contractor” to make it easier for workers to be classified as employees, rather than freelancers. It applied a six-factor test to determine a worker’s status. Employees, unlike independent contractors, are entitled under federal law to key protections such as minimum wage, overtime pay and workplace safety standards enforced by the Occupational Safety and Health Administration.
“The Department has taken the position in those lawsuits that it is reconsidering the 2024 Rule, including whether to rescind the regulation,” the bulletin stated. “Specifically, [the Wage and Hour Division] is currently reviewing and developing the appropriate standard for determining FLSA employee versus independent contractor status.”
In the meantime, the agency will revert to the pre-2024 enforcement framework. That guidance, outlined in a DOL fact sheet, requires that employers distinguish an employment relationship from a strictly contractual one based on an “economic reality” test, rather than “technical concepts.”
Though the DOL will no longer use the 2024 rule in its investigations, the rule remains in effect for litigation pursued by non-DOL parties, and employers’ responsibilities under the FLSA are unchanged, the guidance stated.
You Might Also Like:

DOL Funding Cut by 26% in Trump Budget Proposal

GOP House Bills Target DOL Audit Process
