What happened?

On July 24, 2025, the U.S. Department of Labor announced a series of new and updated self-audit programs across six federal agencies, designed to help employers, unions, and benefit plan administrators voluntarily improve compliance with labor laws.

Overview:

Agency Highlights: The initiative includes the relaunch of the PAID program and the debut of SALUTE, aiming to strengthen worker protections while reducing the risk of formal investigations.

• Wage and Hour Division (WHD): Relaunched the Payroll Audit Independent Determination (PAID) program to help employers resolve wage and leave violations under the FLSA and FMLA without litigation.

• Employee Benefits Security Administration (EBSA): Continues offering programs to correct ERISA violations and reduce penalties for late filings.

• Occupational Safety and Health Administration (OSHA): Expanded Voluntary Protection Programs and enhanced its On-Site Consultation Program to support workplace safety.

• Mine Safety and Health Administration (MSHA): Introduced the Compliance Assistance in Safety and Health (CASH) program, providing centralized safety resources for mining operations.

• Office of Labor-Management Standards (OLMS): Offers the Voluntary Compliance Partnership to help unions meet financial reporting and disclosure requirements.

• Veterans’ Employment and Training Service (VETS): Launched SALUTE, a new program to help employers proactively comply with USERRA and protect service members’ employment rights.

For additional information, please visit the resources from each program.

Source References

• DOL Self Audit Press Release

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.