- Monitor regulatory updates from federal agencies (e.g., DOL, EEOC, NLRB) and judiciary developments.
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The White House issued executive actions early in the president’s second term to slow new rulemaking, delay pending rules, and require agencies to identify at least 10 existing rules to be repealed with each new proposal.
Recent deregulation efforts will reshape regulatory compliance, workplace policies, and the broader regulatory landscape. Delays in rule effective dates and public comment periods may disrupt businesses, while the 10-to-1 repeal-to-newrule requirement signals a sharp reduction in future rulemaking.
Centralizing federal agency authority under the Trump administration’s priorities may limit independent discretion, and immediate repeals bypassing notice-and-comment periods could create sudden policy shifts. Employers and the public should monitor ongoing developments, as these actions may lower administrative burdens but also delay updated labor standards and create industry inconsistencies.
The Executive Orders
Regulatory Freeze Pending Review
President Trump’s Regulatory Freeze Pending Review mandates a halt on new rule proposals and issuances pending review and approval by presidential appointees. Unpublished rules must be withdrawn, and the effective dates of published rules not yet in force are postponed for 60 days for review. During this period, agencies may seek public feedback, with rules raising significant issues requiring further action in consultation with the OMB Director.
Eliminating 10 Regulations for Each New Regulation Issued
Additionally, President Trump later issued another EO, Eliminating 10 Regulations for Each New Regulation Issued, that imposes a requirement for agencies to identify at least 10 existing rules, regulations, or guidance documents that should be repealed whenever they propose a new rule or regulation.
Ensuring Accountability for All Agencies
This executive order increases presidential oversight of independent regulatory agencies, requiring review of all significant proposed and final regulations. Agencies must align with executive priorities and adhere to the president’s legal interpretations. All executive departments — including independent agencies — are directed to submit these regulatory actions to the Office of Information and Regulatory Affairs for review before publication in the Federal Register, centralizing control and supervision across the executive branch.
Reducing Anti-Competitive Regulatory Barriers
The president has directed a governmentwide review to identify and rescind or modify regulations that limit competition, block market entry, and favor monopolies. The administration is looking to eliminate regulations it believes hinder competition, entrepreneurship, and innovation — and the benefits they bring to consumers. This order initiates efforts to remove anticompetitive rules and revitalize the U.S. economy.
Directing the Repeal of Unlawful Regulations
This executive action directs agencies to immediately repeal regulations deemed clearly unlawful under recent Supreme Court rulings, using the “good cause” exception to bypass notice-and-comment requirements. Agency heads must identify unlawful or potentially unlawful regulations that exceed statutory authority and finalize their repeal. Executive Order 14219, issued Feb. 19, 2025, requires all executive departments and agencies to complete this review within 60 days, prioritizing compliance with relevant Supreme Court decisions.
Workplace Impact
This will impact regulatory compliance, workplace policies, and the overall regulatory environment. The postponement of effective dates and public comment periods may also affect businesses and industries awaiting new regulations. It may also affect businesses that had taken steps and invested resources into complying with new regulations.
Additionally, with the new ratio of 10:1, it is likely that there will be substantially less rules, regulations or guidance documents issued. Fewer regulations may lower administrative costs for employers; however, the new executive order may also slow the adoption of new labor standards and create inconsistencies across industries.
Action Items for Employers
Identify ongoing and emerging lawsuits related to noncompete clauses, worker classification, overtime thresholds, and other key regulations.
Evaluate how changing leadership in federal agencies may influence enforcement efforts.
Review internal policies to ensure compliance with new regulations and train managers and HR professionals on updated enforcement guidance to ensure consistent application of policies.
- Create a compliance framework that can easily integrate new requirements, including scalable tools and processes for tracking regulatory updates.
Conduct regular audits of workplace policies and procedures to ensure they meet current standards and can accommodate future changes.
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News & Updates
On April 9, President Donald Trump furthered his deregulatory agenda by issuing a memorandum directing the repeal of “unlawful, unnecessary, and onerous” regulations.
A Feb. 19 executive order, “Ensuring Lawful Governance and Implementing the President’s ‘Department of Government Efficiency’ Deregulatory Initiative” calls on agencies to review all their regulations “for consistency with law and administration policy.”
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