Fair Labor Standards Act Update: Wages and Work
Access this expert-led webinar instantly, available anytime on-demand.
Included in All-Access Membership Live Webinar
On-Demand Webinar Available
Customer Satisfaction Guarantee Learn with confidence. If you're not happy, we'll make it right. That's our guarantee.
Stay current on the latest developments affecting wage and hour compliance with this timely seminar on the Fair Labor Standards Act (FLSA) for 2026. As workplace dynamics continue to evolve, employers must understand changing expectations around wages, compliance, and workforce management. This training is designed to help organizations better interpret the latest FLSA updates and prepare for their practical impact.
Through clear, practical guidance, this seminar will explore key changes for 2026, wage compliance essentials, and actionable strategies for implementing updates effectively and ethically. Whether you are an HR professional, manager, or business owner, this program will help you navigate the evolving wage and hour landscape with greater clarity and confidence.
Topics Covered- Key FLSA changes for 2026
- Wage compliance essentials
- Practical implementation guidance
- Ethical approaches to workforce compliance
- Navigating the evolving wage and hour landscape
- Discover the latest 2026 updates to the Fair Labor Standards Act and how they may affect your organization.
- Learn the essentials of wage compliance and what is required to help support organizational compliance.
- Gain practical guidance for implementing wage and hour changes effectively and ethically within your workforce.
- Strengthen your understanding of evolving workplace dynamics and their connection to wage and hour compliance.
- Build confidence in addressing FLSA-related responsibilities within your role.
Attending this seminar will give you practical insight you can apply directly within your organization. You will leave better prepared to understand compliance expectations, respond to change, and support sound wage and hour practices across your workforce.
Who Should Attend- HR professionals
- Managers
- Business owners
-
Lauren M. Sobaski
Lauren Sobaski [pronounced So ba ski] is a dedicated attorney who brings a unique blend of expertise and personal experience to her practice. With a 15-year background in human resources and a master's degree in industrial-organizational psychology, Lauren has a deep understanding of human behavior [...]
HRCI Credit
SHRM Credit
ATAHR Credit
Aurora Training Advantage is offering continuing education points designed to recognize dedication to training and excellence in human resources.
Invest in your future with confidence! Our Customer Satisfaction Guarantee eliminates all risk, letting you focus purely on mastering new skills and advancing your career. If you're not completely satisfied, we'll ensure you are. Your satisfaction is not just a promise; it's our guarantee.
This webinar received a total of 1 survey responses. Attendees have given an average rating of 3.6 stars out of a possible 5, reflecting the quality and value of the content presented.
Webinar Presentation
How many of the objectives of the event were met?
4.0 Stars
How useful was the information presented at this event?
3.0 Stars
Overall, how satisfied were you with this event?
3.0 Stars
Speaker Performance
Overall, how satisfied were you with this presenter?
4.0 Stars
How closely did the presenter follow the schedule?
4.0 Stars
Reviews From Webinar Survey
Our webinars are crafted to deliver exceptional value and insight to business professionals. Below, you'll find genuine feedback from attendees.
Stacey H.
April 29, 2026
3.6 / 5
Webinar Rating:
3.3 Stars
Speaker Rating:
4.0 Stars
Do you have any other comments, questions or concerns?
no comment
Frequently Asked Questions
The Fair Labor Standards Act continues to evolve in response to shifting economic conditions, workforce trends, and regulatory priorities, making it essential for HR professionals, managers, and business owners to stay current on 2026 updates. The FLSA governs minimum wage, overtime pay, recordkeeping, and child labor standards for most private and public sector employers. Key areas of focus for 2026 include changes to wage compliance requirements, updated guidance on employee classification under the Act's wage and hour provisions, and practical direction on implementing changes effectively and ethically. Organizations that fall behind on FLSA compliance face significant exposure—back pay liability, civil penalties, and litigation costs. Proactive training ensures that HR teams and managers understand not just the letter of the law but the practical implications for payroll administration, scheduling, and workforce management. Staying current on FLSA updates through expert-led training is one of the most direct investments an organization can make in wage and hour compliance.
Wage compliance under the Fair Labor Standards Act involves meeting all of the Act's requirements related to minimum wage, overtime pay, equal pay, and recordkeeping. The FLSA sets a federal minimum wage floor—with states and localities often setting higher rates—and requires that non-exempt employees receive overtime pay at one and one-half times their regular rate of pay for all hours worked beyond 40 in a workweek. Compliance also includes correctly calculating the regular rate of pay, which encompasses all remuneration for employment except specific exclusions—a frequent source of employer error. Accurate recordkeeping of hours worked, pay rates, and employee classifications is a core compliance obligation; employers bear the burden of proof in wage disputes. Common compliance failures include misclassifying employees as exempt, failing to compensate all time worked, and not accounting for non-discretionary bonuses in overtime calculations. A robust wage compliance program combines clear policies, manager training, payroll audits, and access to current legal guidance.
Implementing FLSA changes effectively requires a structured, organization-wide approach that balances legal compliance with operational practicality and employee communication. Start by conducting a thorough audit of current pay practices, job classifications, and timekeeping systems to identify any gaps relative to updated requirements. HR and payroll teams should receive detailed briefings first, followed by training for frontline managers who are responsible for scheduling, approving time, and communicating changes to their teams. Employee communication should be clear, timely, and transparent—explaining what is changing, when, and why, without unnecessarily alarming those who may be affected. Documentation is critical: updated job descriptions, revised offer letters, and reclassification notices should be prepared and retained. Organizations should also review their timekeeping systems to ensure they capture all compensable time accurately. Working with employment counsel throughout the implementation process helps ensure that practical decisions align with legal requirements and reduces the risk of subsequent wage and hour claims.
Wage and hour compliance is not only a legal obligation but an ethical one—and organizations that approach it purely as a compliance checkbox often miss the deeper workforce implications. Ethical wage practices start with the recognition that wage laws exist to protect workers' economic security and dignity. When employers exploit ambiguities in the law to minimize wage costs—through aggressive overtime exemption classifications, off-the-clock work practices, or manipulated scheduling—they may avoid short-term liability but damage employee trust, morale, and organizational reputation. An ethical approach means conducting compliance reviews proactively rather than reactively, communicating changes to employees with adequate notice, and prioritizing accurate pay even when systems or processes make it challenging. Holding managers accountable for wage compliance decisions—not just HR or payroll—reinforces that ethical pay practices are a shared responsibility. Organizations that build a culture of ethical wage practices tend to have stronger employee relations, lower turnover, and greater organizational resilience when regulatory scrutiny increases.
Evolving workplace dynamics—including the normalization of remote work, flexible scheduling, gig work arrangements, and multi-state employment—have introduced new complexity into FLSA compliance that organizations must proactively address. Remote work raises questions about tracking compensable time when employees work from home, including the compensability of short breaks, pre-shift preparation activities, and employer-required communications outside formal work hours. Flexible scheduling arrangements can complicate the 40-hour workweek threshold for overtime calculations when employees have varying schedules or work across multiple roles. Multi-state employment creates additional compliance layering, as state wage and hour laws frequently impose requirements exceeding federal FLSA minimums. The misclassification of workers—particularly those engaged as independent contractors or gig workers—remains a heightened area of regulatory focus. HR professionals must continuously reassess their compliance frameworks as workforce structures change, ensuring that policies, timekeeping systems, and manager training keep pace with the realities of how and where work is being performed.