Labor and Employment attorneys can expect to be busy in 2025 because of several changes in 2024. But here are the top three developments that will keep your calendar full:
- Limits and challenges to restrictive covenants such as non-competition and non-solicitation agreements
- Administrative regulations expanding worker eligibility for overtime compensation
- A National Labor Relations Board pushing for broader worker protections and business communities challenging those developments
Big changes on non-federal level too
Those developments were on a federal level. But there are myriad happenings on the non-federal level that will prove especially challenging for multi-jurisdictional employers. As more states, counties, and cities are enacting laws providing workers protections and entitlements, employers with employees in multiple states (and sometimes even in multiple localities) are going to need legal counsel specific to each jurisdiction in which they employ people.
And then there’s the election …
It’s also an election year, so you know employers are sure to have challenges related to political speech and voting rights in the workplace.
Organizations’ legal departments won’t be the only one impacted. All these developments will affect Human Resources departments. 2025’s going to be intense for HR too, so get your vacations in now!
