- Monitor regulatory updates from federal agencies (e.g., DOL, EEOC, NLRB) and judiciary developments.
Subscribe to SHRM alerts, newsletters, as well as tuning into SHRM member webcasts on the latest news about the Trump Administration’s regulatory priorities.
EO Impact Zone, A Guide for HR Leaders
Deregulation Executive Orders
The Executive Order
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 Unpublished rules must be withdrawn, and the effective dates of published rules not yet in force are postponed for 60 days for review.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.
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a requirement for agencies to identify at least 10 existing rules, regulations, or guidance documents that should be repealed whenever they propose a new rule or regulation.
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.