The U.S. Department of Labor (DOL) issued a final rule that revises civil penalties for many violations of federal labor laws, including certain violations of the Fair Labor Standards Act (FLSA) and the Family Medical Leave Act (FMLA).

Inflation-Adjusted Changes

The Federal Civil Penalties Inflation Adjustment Act Improvements Act of 2015 directed federal agencies to adjust civil penalties for inflation each year. As a result, the Department of Labor has made inflation adjustments to the following penalties:

  • Minimum wage and overtime. The civil penalty for repeated or willful violation of the minimum wage and overtime provisions in the FLSA has increased from $1,925 to $1,964 per violation.
  • Child labor. The civil penalty for related violations has increased from $12,278 to $12,529.
  • FMLA. The civil penalty for willful violation of the requirement that employers post and keep on their premises a notice about the FMLA and the procedures that employees may use to file complaints has increased from $166 to $169.
  • Other penalties. Certain penalties have also increased in the Employee Retirement Income Security Act (ERISA), the Occupational Safety and Health Act, the Migrant and Seasonal Agricultural Worker Protection Act, the Immigration & Nationality Act, the Contract Work Hours and Safety Standards Act, and the Walsh-Healey Public Contracts Act.

Effective Date 

The new penalty amounts will be imposed beginning with penalties assessed after January 2, 2018.

If you have questions about the FLSA, the FMLA or other employment laws, consult with your human resources advisor or attorney.


As we’ve grown, so have our administrative and payroll needs. That’s why we’ve partnered with HR&P. HR&P supports us every day with human resources, payroll, benefits and compliance so we can focus on being the best BB’s Cafe we can be!

Brooks Bassler, Owner, BB's Cafe

Since 2010, my company has grown to over five hundred employees. With our tremendous growth we needed a human resources and payroll company that could grow with us. That company is HR&P. And as laws have changed, like the Affordable Care Act, HR&P has kept us in compliance. I focus on growing Twin Eagle. I trust HR&P with the rest.

Chuck Watson, Chairman, Twin Eagle

We are the industry leader in Oil Spill Cleanup Products and have dealt with numerous Oil Spill disasters. Knowing up close what a disaster looks like we choose to avoid them in our offices. HR&P guides us through the land mines of HR, Payroll and Benefit compliance so my team can focus solely on helping our clients with their problems, and we avoid our own.

Chad Clay, Owner, CEP Sorbents

One of the best things we did for our business was to partner with HR&P. They’re the experts in human resources, payroll and benefits administration.
HR&P’s web based solutions make it easy for us to manage our employee’s needs. They also help us stay compliant with the Affordable Care Act and with “the alphabet soup” of constantly changing Governmental regulations.

Ken Dennard, CEO, Dennard—Lascar Associates

I run a restaurant, from early in the morning to late at night, our team works hard to deliver great food in a fun atmosphere.
But there’s a lot more to running a business like human resources, payroll, benefits and compliance. So we turn to HR&P.
Outsourcing to HR&P keeps us focused on our business.

Marcus Payavla, Co-Owner, Orleans Seafood Kitchen



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