Labor Law Updates

On February 9, 2026, the U.S. Department of Labor’s Wage and Hour Division will announce the applicable minimum wage rates for workers performing work on or in connection with federal contracts covered by Executive Order 13658. These rates apply beginning May 11, 2026, to certain federal contracts entered into between January 1, 2015 and January 29, 2022, that were not renewed or extended on or after January 30, 2022.

Recent presidential action has significantly altered key workplace rules for federal contractors — specifically, those related to minimum wage requirements and pay transparency. These changes not only affect how employers manage compensation and hiring practices but also have implications for workplace posting obligations.

The decision to use an independent contractor vs. hiring an employee is no longer just a matter of convenience: it’s a strategic choice that can impact your business. Ultimately, your decision will depend on your business priorities, your cash flow and the type of relationship you intend to maintain.

For most employers, grasping the depth and breadth of workplace postings is challenging. Just when you think you have a handle on the complexities, a law or regulation changes — or a new requirement emerges, such as industry-specific labor law posters. 

As a conscientious employer, you’re already aware of the federal, state and local labor law postings you must display to maintain compliance. But if your company does business with the federal government, did you know you’re responsible for federal contractor poster requirements that go beyond these core postings?