Major Shake-up in Federal Labor Leadership in 2025: What U.S. Employers Need to Know

In 2025, major personnel changes across key U.S. labor agencies—including the Department of Labor (DOL), OSHA, and the NLRB—signal a clear shift toward deregulation, compliance support, and employer-friendly policy. Attorney Richard Liu, Managing Partner at ILS, provides insights into what this means for businesses navigating workforce compliance.

If you or your business operate in California, New York, or other states and need legal support for employment contract compliance or workforce risk management, please contact the ILS legal team at contact@consultils.com. We deliver strategic, efficient solutions to help you navigate policy changes and manage labor risks with confidence.

U.S. Secretary of Labor: Lori Chavez-DeRemer

On March 10, 2025, Rep. Lori Chavez-DeRemer of Oregon was appointed U.S. Secretary of Labor and sworn in the next day. She quickly paused enforcement of the Biden-era independent contractor rule and announced efforts to repeal it in favor of more flexible classification standards. The DOL has also accelerated expansion of registered apprenticeships.

Impact on Employers

The new Secretary’s agenda favors business flexibility, especially for companies using gig or outsourced workers. Classification standards are expected to become less restrictive, lowering litigation and compliance risks.

Richard Liu, Esq.’s Take

Under Democratic leadership, classification rules leaned in favor of workers, increasing legal exposure for employers. Now, enforcement is expected to shift toward “compliance assistance” through guidance letters and voluntary audits—reducing the likelihood of punitive actions.

Wage and Hour Division (WHD) Administrator: Andrew Rogers

On April 1, 2025, President Trump nominated Andrew Rogers to serve as Administrator of the Wage and Hour Division (WHD). His appointment was confirmed by the Senate on October 7.

Impact on Employers

Rogers has reinstated the use of opinion letters under the Fair Labor Standards Act (FLSA) and relaunched the PAID (Payroll Audit Independent Determination) program. These measures encourage employers to voluntarily identify and correct wage and hour violations in exchange for reduced penalties.

Richard Liu, Esq.’s Take

Rogers’ appointment complements the broader shift under the new Secretary of Labor. Enforcement priorities are moving away from retroactive punishment and toward education and proactive compliance. This shift gives employers greater flexibility in managing wage and hour obligations while reducing litigation risks.

DOL Solicitor (Chief Legal Officer): Jonathan Berry

Berry, confirmed on October 7, is the lead author of the labor section in the conservative Project 2025 blueprint. He supports replacing overtime pay with comp time, biweekly/four-week overtime calculations, and streamlined remote work hour tracking.

Richard Liu, Esq.’s Take

Although many of these reforms remain at the policy blueprint stage, they signal the Department of Labor’s intent to reshape overtime rules and flexible work arrangements. This trend would make it easier for employers to manage scheduling and remote workforces. Based on current legislative developments, policy proposals, and key appointments, the Republican Party appears focused on advancing employer-friendly labor reforms.

He added that this reflects a broader partisan dynamic: under Democratic administrations, labor regulations tend to favor workers, while Republican leadership often shifts the balance toward business interests. Over the next three years, the ruling party will determine whether these reforms become permanent. In this evolving landscape, the ILS team is well-positioned to help employers anticipate regulatory changes, optimize compliance strategies, and maintain workforce stability through shifting policies. The long-term direction of these reforms remains worth watching closely.

OSHA Administrator: David Keeling

Confirmed on October 7, Keeling previously led safety at UPS and Amazon. In Senate hearings, he declined to support a federal heat protection rule, favoring industry-led standards.

Impact on Employers

OSHA is expected to ease reporting burdens for low-risk sectors and prioritize inspections in high-risk industries like construction, logistics, and warehousing.

Richard Liu, Esq.’s Take

Despite the regulatory shift, bipartisan consensus remains on protecting worker safety—employers should stay vigilant on injury prevention.

NLRB Appointees: Scott Mayer & James Murphy

President Trump nominated Boeing’s chief labor counsel Scott Mayer and NLRB veteran James Murphy as Board Members on July 17. As of October, confirmations are pending.

Impact on Employers

The NLRB currently lacks a quorum. If confirmed, the new board could revisit several union-friendly rulings from the Biden era, including joint employer standards and workplace rules.

NLRB General Counsel Nominee: Crystal Carey

Nominated on March 25, Carey is a partner at Morgan Lewis. Her confirmation is pending, but she is expected to roll back activist enforcement memos issued by former GC Jennifer Abruzzo.

Impact on Employers

Former General Counsel Jennifer Abruzzo has stepped down, and her aggressive enforcement memos have been suspended. If confirmed, Carey is expected to formally withdraw those policies. The NLRB’s enforcement approach would likely shift back to a more neutral and pragmatic stance, with a clear focus on reducing high-pressure litigation against employers.

Richard Liu, Esq.’s Take

If confirmed, Carey will likely steer NLRB back toward a neutral, litigation-light stance. Employers can expect fewer aggressive enforcement actions.

EEOC Acting Chair: Andrea Lucas

Appointed on January 20, Lucas has taken steps to roll back DEI-related guidance, eliminate gender-neutral pronouns and “X” gender options, and emphasize traditional binary definitions of sex.

Impact on Employers

Lucas is reviewing DEI programs for race/gender-based quotas, reevaluating bathroom access policies for transgender employees, and strengthening protections against religious and antisemitic harassment.

The 2025 shift in federal labor leadership reflects a broad pivot toward deregulation, compliance guidance, and more traditional views on employment and gender. The DOL, WHD, OSHA, NLRB, and EEOC are realigning their regulatory focus in ways that reduce pressure on employers.

If you or your business operate in California, New York, or other states and need legal support for employment contract compliance or workforce risk management, please contact the ILS legal team at contact@consultils.com. We deliver strategic, efficient solutions to help you navigate policy changes and manage labor risks with confidence.

Disclaimer: The materials provided on this website are for general informational purposes only and do not, and are not intended to, constitute legal advice. You should not act or refrain from acting based on any information provided here. Please consult with your own legal counsel regarding your specific situation and legal questions.

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As Managing Partner at ILS, Richard Liu ranks among the leading U.S. attorneys in corporate, employment, and regulatory law. He is known for crafting legal strategies aligned with clients’ business objectives and advising Fortune 500 companies, startups, and executives on corporate transactions, financing, privacy, and employment matters across the technology, healthcare, and financial sectors.

Before founding ILS, Richard practiced at top defense firms, where he developed a reputation for anticipating risks and designing strategies that balance protection with growth. He has secured favorable outcomes in contract and intellectual property disputes, represented clients in state and federal courts, and is recognized for combining large-firm expertise with boutique-firm agility. Richard is also a frequent speaker at industry and legal conferences.

Email: contact@consultils.com | Phone: 626-344-8949

Susan is specialized in employment law and compliance, with additional experience in cross-border investments. With years of experience advising multinational clients, Susan focuses on employment-related matters, including workforce structuring, employee transfers, terminations, compensation and benefits, and workplace policies. She has extensive experience assisting companies in navigating complex labor regulations, managing cross-border employment issues, and resolving workplace disputes.

In addition to her employment law practice, Susan advises on M&A, private equity, venture capital, and cross-border investments. She has assisted international investors with complex deal structures, including VIE frameworks, and prepared due diligence reports and transaction documents.

Email:  contact@consultils.com | Phone: 626-344-8949