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"How to Prepare for the New FLSA Salary Threshold Overtime Rule" and the FLSA logo

How to Prepare for the New FLSA Salary Threshold Overtime Rule

The new FLSA overtime rule, set to take effect on July 1, 2024, represents a significant shift for businesses in the United States. This update raises the exempt salary threshold from $35,000 to $44,000, with a further increase to nearly $59,000 by January 2025. These changes mean that many more employees will fall under the non-exempt category, necessitating overtime compensation and presenting new challenges for businesses, particularly those already struggling with understaffing. Understanding and preparing for these changes is crucial to maintaining financial stability and compliance.

What is the New FLSA Overtime Rule?

The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in federal, state, and local governments. The new overtime rule specifically addresses the salary threshold for exempt employees. Exempt employees are those who are not entitled to overtime pay under the FLSA, typically because they perform executive, administrative, or professional duties and earn a salary above a certain threshold.

With the new rule, the salary threshold for exempt status increases significantly. By July 1, 2024, the threshold will rise to $44,000, and by January 2025, it will reach nearly $59,000. This change means that employees earning below these amounts will be eligible for overtime pay, which is 1.5 times their regular rate for any hours worked beyond 40 in a workweek.

The Impact on Businesses

This change will have profound implications for businesses. The increased salary thresholds mean that more employees will need to be reclassified from exempt to non-exempt status. This reclassification will require businesses to either increase salaries to maintain exempt status or pay overtime for additional hours worked. Both options lead to higher labor costs.

Small businesses and franchises operating on thin margins may find these increased costs particularly challenging. The potential financial impact includes not only higher payroll expenses but also the risk of legal challenges, penalties, and back-pay liabilities if businesses fail to comply with the new salary thresholds.

Financial Implications

The financial implications of the new FLSA overtime rule extend beyond immediate payroll increases. Businesses may face several long-term financial challenges if they do not adapt effectively:

  1. Increased Overtime Costs: With more employees eligible for overtime, businesses may see a rise in payroll expenses, particularly if they are not fully staffed and require existing employees to work additional hours.
  2. Potential for Burnout and Turnover: Overworking employees due to understaffing can lead to burnout, increased absenteeism, and high turnover rates. High turnover can be costly, as it requires additional resources for recruiting, hiring, and training new employees.
  3. Compliance Risks: Non-compliance with the new salary thresholds can result in legal challenges, penalties, and back-pay liabilities. Ensuring compliance is crucial to avoid these additional costs.

Preparation Tips

To navigate these changes effectively, businesses should consider the following steps:

Assess Job Roles: Examine current job descriptions to ensure they meet the criteria for exempt status under the new regulations. Adjust roles and responsibilities as needed to comply with the FLSA requirements.

Evaluate Salaries: Review current compensation structures and decide whether to raise salaries to maintain exempt status or to prepare for increased overtime payments. Factor these potential costs into your financial planning.

Plan Your Budget: Incorporate the anticipated increase in labor costs into your budget. Look for areas where you can optimize efficiency to offset these expenses.

Improve Time Tracking: Implement or upgrade timekeeping systems to ensure precise tracking of hours worked. Accurate records are essential for managing overtime and ensuring compliance with the new rules.

Educate Your Team: Communicate the changes to your employees clearly. Explain how the new rules will affect their roles and compensation to ensure transparency and reduce any uncertainty.

By reducing the need for overtime through better workforce planning and scheduling, businesses can control labor costs and ensure compliance with the new regulations. Implementing strategies to eliminate unnecessary overtime is crucial for avoiding increased payroll expenses.

Long-Term Strategies for Success

Beyond immediate preparations, businesses should consider long-term strategies to manage labor costs and improve workforce stability. These strategies include:

Investing in Technology: Leveraging technology can help streamline operations, improve scheduling, and reduce the need for overtime. Workforce management software can assist in optimizing staffing levels and ensuring compliance with labor laws.

Improving Employee Engagement: Engaged employees are more likely to be productive and stay with the company longer. Investing in employee engagement initiatives, such as training and development programs, can reduce turnover and improve overall workforce stability.

Focusing on Retention: High turnover can be costly, so businesses should prioritize retention strategies. This may include offering competitive compensation, providing opportunities for career advancement, and creating a positive work environment.

Adapting to Market Conditions: Staying informed about industry trends and market conditions can help businesses anticipate changes and adapt their strategies accordingly. Flexibility and adaptability are key to managing labor costs effectively.

How Sprockets Can Help

In this challenging landscape, Sprockets offers a comprehensive solution to help businesses stay fully staffed and improve retention. Our AI-powered virtual recruiter, JoJo, can source, screen, and schedule interviews with top candidates in minutes, not days. Here’s how Sprockets can support your business:

Targeted Re-Engagement Campaigns: Sprockets can help you re-engage your applicant database to find the best candidates who may have previously applied but were not hired. This targeted approach can quickly build a pool of qualified applicants.

Automated Screening for Quality Applicants: Our platform uses advanced algorithms to screen applicants based on their fit for the role and your company culture. This ensures that you are interviewing candidates who are more likely to succeed and stay with your company.

Instant Engagement Through JoJo: JoJo engages with applicants instantly, providing a seamless and efficient recruitment process. This quick response can improve the candidate experience and increase the likelihood of securing top talent.

Scheduling Interviews in Minutes: JoJo can schedule interviews in minutes, reducing the time to hire and ensuring that you can fill open positions quickly. This efficiency helps maintain optimal staffing levels and reduces the need for overtime.

By investing in Sprockets, businesses can reduce the need for costly overtime, improve employee retention, and create a more efficient and productive workforce. It’s a minor investment compared to the potential financial strain of overtime costs under the new FLSA regulations, making it a smart choice for any business looking to thrive in the changing labor landscape.

Final Thoughts

The new FLSA overtime rule presents significant challenges for businesses. However, by understanding the changes, preparing effectively, and investing in workforce solutions, businesses can mitigate the financial impact and create a more stable and productive workforce. Sprockets offers the tools and support needed to navigate these changes successfully, ensuring that your business is fully staffed and compliant with the new regulations. Now is the time to act and ensure your business is prepared for the July 1, 2024, deadline.


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