Labor & Employment Law Update

On April 10, 2025, a federal court in Texas issued an opinion in the case of Faulk Co. v. Becerra that significantly impacts how the Affordable Care Act’s (ACA) employer mandate can be enforced. 

The ruling effectively prevents the Internal Revenue Service (IRS) from assessing penalties against employers that fail to provide affordable, minimum health insurance coverage to their employees as required by the ACA for companies with at least 50 full-time equivalent employees

As anticipated, the Missouri General Assembly passed House Bill 567 (H.B. 567), which repeals certain provisions of Proposition A—most notably, the entire Missouri paid sick time law. Governor Kehoe is expected to sign the bill into law in the coming days. Once signed, the paid sick time law will be repealed effective August 28, 2025.

On April 21, 2025, a California Court of Appeal held employees working six hours or less in a single workday can prospectively waive their mandatory meal periods. The ruling provided clarification on a long-standing question: whether a meal period waiver must be executed each time an employee chooses to skip their break, or if a single, advance waiver is legally sufficient under California law.

On May 1, 2025, the U.S. Department of Labor (DOL) announced it is reconsidering the 2024 Independent Contractor Rule (2024 Rule), which made it more difficult for businesses to classify independent contractors under the Fair Labor Standards Act (FLSA). This announcement signals the likelihood that the 2024 Rule will be rescinded under the new Trump Administration and may be replaced with a rule that applies a more business-friendly standard.

The Seventh Circuit recently ruled that a non-disabled employee can recover damages under the Americans with Disabilities Act (ADA) under certain conditions. Learn how this decision will impact employers in Illinois, Indiana, and Wisconsin.

On April 29, 2025, the Missouri Supreme Court issued an opinion upholding the state's paid sick time law and significant increase in minimum wage, otherwise known as Proposition A. Consequently, the law went into full effect for most Missouri employers on May 1, 2025. Accordingly, Missouri employers must ensure they are compliant with Proposition A’s minimum wage increase and paid sick time requirements.

Today’s employment environment requires companies large and small to be deliberate when designing their compensation strategy. Our panelists presented a high-level overview of the options available to executive teams when designing compensation packages that align with key business goals and objectives. Read the top takeaways from this presentation.