On social media, many posts emphasize the significance of Labor Day as the end of summer and celebrate the value of work. Littler’s Workplace Policy Institute also released its 2025 Labor Day Report.
According to the institute’s eighth annual report, Artificial Intelligence (AI) is continuing to revolutionize the workplace, reshaping hiring, management, and performance evaluation.
The new federal approach emphasizes deregulation and technological competitiveness.
Meanwhile, states and localities, concerned with issues like algorithmic bias, transparency, and worker surveillance, are taking the lead in shaping AI-related employment laws.
For employers, this evolving patchwork of regulations raises essential questions about risk, responsibility, and compliance in the age of AI.
The report also highlights that labor and employment agencies, including the National Labor Relations Board (NLRB) and the Equal Employment Opportunity Commission (EEOC), lack a quorum and are therefore unable to perform many of their routine tasks.
Multiple states are considering laws to transfer authority from the NLRB to their own local agencies, which could lead to the defederalization of American labor relations.
Recent data shows that overall union density for fiscal year 2024 has reached the lowest levels on record.
A significant issue is the elimination of diversity, equity, and inclusion programs in the federal government, government contracting, and the private sector.
While some states have deliberately increased their minimum wages, others have raised them through automatic updates tied to inflation. Still others have hiked minimum wages for specific sectors, often targeting professions tied to fixed locations that cannot relocate to less costly areas.
Meanwhile, at the federal level, lawmakers from both parties have proposed increasing the minimum wage nationwide. These developments have not only raised wages but also sparked questions: How high is too high for the minimum wage?
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