As of the new year, an estimated 1.2 million more salaried employees in “white-collar” positions will become eligible for overtime pay, completing an effort to update federal regulations that had not changed in 15 years.

This should not be unfamiliar for employers, as a previous attempt to change the salary threshold to exempt certain employees from overtime requirements was derailed by the courts in 2016. Despite that setback and a new White House administration, a change to how the Department of Labor (DOL) mandates who can receive overtime pay was inevitable.