The information came in a final rule released by the Department of Labor (DOL) at the beginning of 2025.
The increased rates took effect January 16, 2025, and apply to violations occurring as far back as November 2, 2015.
The DOL’s final rule, published in the Federal Register, contains all the details. Here are the penalty amounts tied to four employment laws:
For willful violations of the FMLA’s posting requirements, employers can now be assessed a maximum penalty of $216. That’s up from $211 last year. Be careful: Even employers that don’t have any employees eligible for FMLA leave right now still have to display this notice.
Of course, hanging up posters, or providing them electronically, is only one element of the FMLA’s general notice requirement. Employers that have any FMLA-eligible employees must put the information in a handbook — or provide written notice in some similar format.
Failing to follow the minimum wage and overtime provisions of the Fair Labor Standards Act (FLSA) has become more costly. The max amount for repeated or willful violations had been $2,451. Now, it’s increased to $2,515.
As for the FLSA’s tip provisions, the new penalty rate is $1,409 (was $1,373).
The biggest financial risk under this law, though, has to do with child labor. The 2025 penalty amounts are:
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