DOL WHD FAB 2024-1
DOL Wage and Hour FAB 2024-1 — AI and Automated Systems in the Workplace under the FLSA
United States · DOL WHD FAB 2024-1 (Apr. 29, 2024)
- Status
- In effect
- Took effect
- April 29, 2024
- Applies to
- Employers using AI for workforce management
- Enforced by
- DOL Wage and Hour Division
DOL Wage and Hour Division guidance on FLSA, FMLA, PUMP Act, and EPPA compliance when employers use AI for scheduling, timekeeping, monitoring, or performance evaluation.
Who is protected: Hourly and salaried workers subject to AI-driven workforce management
Legal detail
FAB 2024-1: AI-enabled timekeeping, scheduling, and monitoring tools cannot be used to evade FLSA minimum-wage, overtime, recordkeeping, or break-time requirements; employers responsible for accuracy of AI-generated time records and for non-retaliation under FMLA/PUMP Act/EPPA when AI is involved in adverse actions.
Key facts
| Jurisdiction | United States |
|---|---|
| Level | Federal |
| Strength | Moderate |
| Enacted | April 29, 2024 |
| Citation | DOL WHD FAB 2024-1 (Apr. 29, 2024) |
| Private right of action | Yes, individuals can sue |
| Penalties | FLSA back-wages + liquidated damages + civil penalties |
| Topics | AI hiring and employment · automated decision-making |
| Agency page | Field Assistance Bulletin No. 2024-1 — DOL WHD |
More AI rules in United States
- Trump AI Innovation & Security EO (June 2026) · In effect
- FERC order directing PJM and other grid operators to reform tariffs on… · Enacted (not yet in effect)
- Chatrie v. United States (Fourth Amendment protection for location… · Blocked / in litigation
- Kids Internet and Digital Safety Act (KIDS Act) (H.R. 7757) · Proposed / pending
- NAIC AI Evaluation Tool Pilot (12 states, 2026) · Proposed / pending
- FTC Proposed Policy Statement — AI Accuracy (July 2026) · Proposed / pending
Related AI hiring and employment rules elsewhere
- CA EO N-6-26 (AI Workforce) · In effect
- Maine LD 61 (employer surveillance disclosure & prohibition) · In effect
- Washington SHB 1672 (employee monitoring notice, ADS restrictions, emotion AI ban) · In effect
- MD HB 1339 (Automated Decision Systems, 2026) · In effect
- Connecticut PA 26-73 (employee electronic monitoring disclosure) · In effect
- AI Gendered Impact Assessment + Interagency Taskforce · Proposed / pending
See something wrong or out of date? Submit a correction. Every entry must carry a verifiable source.