New employment laws and policies at the federal, state, and local levels of government often have a dramatic effect on an employer’s business and broader interests.

Whether it’s new wage and hour guidance, workplace safety or accommodations policies, broadly applicable new rules, or rules specific to government contractors and subcontractors, companies are aware of the need to keep updated and well informed about regulatory and legislative developments in the labor and employment area. Employers across many industries rely on Epstein Becker Green to help them navigate these changes, promote their interests, and remain legally compliant.

Our Relationships, Your Success

Our Employment, Labor & Workforce Management practice has been guiding businesses like yours through presidential transitions for over 40 years. The current administration continues to implement sweeping changes to regulatory, legislative, and enforcement priorities, which will likely affect the business and compliance strategies of our clients. Epstein Becker Green deploys critical problem-solving approaches for its clients in anticipation of, and in response to, these changes.

Read more

To accomplish this, we maintain strong relationships with key personnel at the U.S. Department of Labor (DOL), including Wage and Hour, OFCCP and OSHA, the National Labor Relations Board (NLRB), the Equal Employment Opportunity Commission (EEOC), and other agencies that interpret and enforce labor and employment laws. Clients benefit from our ability to offer practical and strategic advice for interacting with these agencies and to work with agency decision-makers.

We’ve Been on Both Sides

Our workforce government relations team includes former senior-level government officials from the U.S. Department of Justice (DOJ) and the DOL. For example, our team includes a past:

  • Acting Attorney General of the United States,
  • Head of the Civil Division of the DOJ,
  • Administrator of the DOL’s Wage and Hour Division, and
  • Head of the DOL’s Civil Rights Division.

Members of our team also include a former trial attorney for the DOL’s Office of the Solicitor; past trial attorneys in the Civil, Criminal, and Tax Divisions of the DOJ; former field attorneys with the NLRB; past Assistant U.S. Attorneys; and lawyers who participated in congressionally-directed negotiations on the Americans with Disabilities Act and Section 503 disability regulations.

Our agency experience and current relationships also prove beneficial to clients when we represent them in government investigations, audits, and enforcement actions.

The Legislative Pipeline

Employers turn to us to keep them informed of workplace legislation that could affect their business interests. Our attorneys keep pace with bills moving through Congress, and several of us have testified before congressional committees regarding new federal wage legislation under consideration and other key subjects. Our two-pronged approach simultaneously keeps employers current on legislative activity and gives voice to their interests and perspectives during the legislative process so that policymakers are better informed while crafting new laws and regulations. Additionally, staying on top of developments in the law enables us to advise employers in advance of relevant legislation at the state and local levels around the country that could affect their workforces as well.

Representative Experience

  • Secured new DOL guidance on behalf of the Restaurant Law Center and the Texas Restaurant Association regarding the 80/20 rule for tipped employees. We filed litigation to influence the DOL to reject its prior guidance limiting the amount of time tipped employees can spend on non-tip-generating activities.
  • Worked with a trade association to craft a legislative proposal to assist an industry hard hit by the COVID-19 pandemic.
  • Met with DOL personnel to advocate for changes to various regulatory and sub-regulatory positions.
  • Provided congressional testimony in support of various business interests.
  • Worked with major employer policy groups and the White House to revise the Americans with Disabilities Act and shape reasonable new Affirmative Action obligations for individuals with disabilities and veterans.
  • Successfully suggested modifications to the EEOC’s EEO-1 pay data collection process to make compliance easier for employers.

Read less

Focus Areas






Jump to Page

Privacy Preference Center

When you visit any website, it may store or retrieve information on your browser, mostly in the form of cookies. This information might be about you, your preferences or your device and is mostly used to make the site work as you expect it to. The information does not usually directly identify you, but it can give you a more personalized web experience. Because we respect your right to privacy, you can choose not to allow some types of cookies. Click on the different category headings to find out more and change our default settings. However, blocking some types of cookies may impact your experience of the site and the services we are able to offer.

Strictly Necessary Cookies

These cookies are necessary for the website to function and cannot be switched off in our systems. They are usually only set in response to actions made by you which amount to a request for services, such as setting your privacy preferences, logging in or filling in forms. You can set your browser to block or alert you about these cookies, but some parts of the site will not then work. These cookies do not store any personally identifiable information.

Performance Cookies

These cookies allow us to count visits and traffic sources so we can measure and improve the performance of our site. They help us to know which pages are the most and least popular and see how visitors move around the site. All information these cookies collect is aggregated and therefore anonymous. If you do not allow these cookies we will not know when you have visited our site, and will not be able to monitor its performance.