As we wrap up 2024, several key employment law trends are emerging that may impact your workplace in 2025. From new requirements under the Pregnant Workers Fairness Act to rising wage and hour claims, it’s essential to stay ahead. Here are the top five trends we’re watching—and how to ensure your organization is prepared
Five Employment Law Trends from Fall 2024
- Pregnant Workers Fairness Act (PWFA)
We’re starting to see claims and questions related to the PWFA. Employers, if you’re not familiar with this legislation, now is the time to get trained. The PWFA has specific requirements around accommodations—ensure your team is ready to comply. - Non-Solicitation and Non-Compete Uncertainties
There’s a rise in claims related to non-solicitation agreements, likely influenced by recent debates over non-compete agreements and the FTC’s attempt to restrict them. Employers should review their policies and existing agreements to make sure they comply with the law and promote their business goals. - LGBTQ+ Status in the Workplace
Issues around LGBTQ+ inclusivity—such as pronouns, bathroom access, and respectful communication—are increasingly being raised. This is a critical area for creating a respectful and compliant workplace. Consider proactive training to foster an inclusive environment and prevent conflicts. - ADA and Mental Health Accommodations
Mental health concerns under the ADA continue to grow, particularly around conditions like depression, anxiety, and PTSD. To avoid liability, it’s essential to understand your accommodation obligations and ensure your processes are equipped to handle these requests sensitively. - Wage and Hour ComplianceWage claims are on the rise. Employers, double-check your classifications for exempt and non-exempt employees. Misclassifications can lead to costly claims, including double damages and attorney fees. An audit can help you catch issues early and safeguard against potential wage disputes.