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.
If your business holds federal contracts or is considering them in the future, it’s important to understand what’s changed, what hasn’t, and the steps to take to maintain compliance.
What Changed?
1. Revocation of Federal Contractor Minimum Wage Requirement
In 2021, Executive Order 14026 under the Biden administration established a minimum wage of $17.75 per hour for workers on certain federal contracts signed after January 30, 2022. This rule aimed to ensure fair compensation for employees working on federally funded projects.
However, the current administration has rescinded that executive order. As a result, the federal contractor minimum wage now reverts to the previous standard set in 2014 under Executive Order 13658, which establishes a minimum of $13.30 per hour. This rollback means contractors may legally pay a lower wage for applicable work —though they should carefully consider state and local wage laws that may still impose higher requirements.
2. Elimination of Pay Transparency Requirements
Another key rollback involves pay transparency. Federal contractors were previously prohibited from asking candidates about their salary history as part of an effort to promote equitable pay. With the recent executive action, this restriction has been lifted. Federal contractors are no longer barred from making salary history inquiries, although again, some state and local laws may still prohibit this practice.
The Department of Labor is no longer enforcing — and has confirmed the removal of — key federal contractor posters related to minimum wage and pay transparency.
What This Means for Federal Contractor Posting Requirements
These recent policy reversals have directly impacted workplace postings:
- Posters Removed from DOL Website: The Department of Labor (DOL) has taken down both the Federal Contractor Minimum Wage and the Pay Transparency Nondiscrimination Provision posters from its website.
- Enforcement Discontinued: The DOL has verified it will no longer enforce the rules tied to these posters, signaling a clear regulatory shift.
- Workplace Posters Not Necessary: These two posters are no longer required, based on official confirmation from the DOL. We’ve removed them from our federal contractor services to reflect this mandatory change.
How Poster Guard Keeps You Compliant
Changes like these underscore the importance of proactive compliance monitoring. Poster Guard’s Legal Research Team continuously tracks federal, state and local developments and responds immediately to any changes.
With Poster Guard, you receive:
- Real-time alerts when posting requirements change
- Automatic delivery of updated or replacement posters
- Ongoing assurance that posting compliance is always up to date
What Employers Should Do Now
To ensure compliance at this time, we advise:
- Removing the Federal Contractor Minimum Wage and Pay Transparency Nondiscrimination Provision posters from your posting areas
- Staying informed of posting changes with notifications from Poster Guard
As workplace regulations evolve, maintaining compliance is critical. Poster Guard is here to help you navigate these changes with confidence and clarity.
