We recently provided our predictions for what employers could expect to see in the wage and hour field over the next year as part of our FP Forecast series – but we had too many insights to fit into that edition. So we’ve taken things to the next level and developed a comprehensive piece that provides employers with the top 10 trends you can expect to see in 2022 – and offers guidance on how you should proactively prepare.

1. Feds Will Turn Up the Heat – The Department of Labor announced in early February that it will be hiring at least 100 new wage and hour investigators, while we also understand it’s staffing up with agency lawyers for enforcement purposes – and there’s no doubt the agency will be looking for a return on that investment. The domino effect of these measures means we will see more investigations in 2022, increased liquidated damages and civil money penalties, more challenges filed by employers to DOL findings, and increased litigation. How can you avoid this mess? Begin auditing your pay practices now to ensure compliance before any outside investigation – or lawsuit – takes place.
2. Misclassification Challenges Will Cause Businesses to Reevaluate Structure of Workforce – A collection of federal agencies and state regulators have indicated that they will place independent contractor arrangements in their crosshairs in 2022, while also aiming to capture as many businesses as possible in joint employment situations. This effort to impose liability for...

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