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Browse 124 rules and proposed rules from the Federal Register.
124
Total Regulations
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This document extends the comment period on the Department's Improving Transparency Into Pharmacy Benefit Manager Fee Disclosure proposed rule. The proposed rule would require providers of pharmacy benefit management services and affiliated providers of brokerage and consulting services to disclose information about their compensation to fiduciaries of self-insured group health plans subject to the Employee Retirement Income Security Act (ERISA), for purposes of ERISA's statutory prohibited transaction exemption for services arrangements. The proposed rule was published in the Federal Register on January 30, 2026, with a comment deadline of March 31, 2026. On February 3, 2026, the Consolidated Appropriations Act, 2026 amended ERISA to add several provisions relating to providers of pharmacy benefit management services. Consequently, the Department is extending the comment period for an additional 15 days, to April 15, 2026, to allow interested persons to address whether the rule should be adjusted due to these new statutory provisions.
The Department is proposing to rescind the analysis for determining employee or independent contractor status under the Fair Labor Standards Act (FLSA) currently set forth in 29 CFR part 795 and replace it with the analysis that it published and adopted in a prior final rule dated January 7, 2021, with a few modifications. In addition, the Department proposes to apply this analysis to the Family and Medical Leave Act (FMLA) and Migrant and Seasonal Agricultural Worker Protection Act (MSPA), both of which incorporate the FLSA's scope of employment.
The Mine Safety and Health Administration (MSHA) is amending its published regulations to update the Agency's Headquarters address from Arlington, VA to its new location in Washington, DC.
The Department of Labor (Department) is proposing narrow amendments to two separate electronic disclosure safe harbors for purposes of implementing section 338 of the SECURE 2.0 Act of 2022 (SECURE 2.0). Taken together, the two existing safe harbors permit the broad use of electronic disclosure under prescribed conditions for the furnishing of required disclosures under Title I of the Employee Retirement Income Security Act of 1974 (ERISA). Section 338 of SECURE 2.0 amended section 105(a)(2) of ERISA to require retirement plans to provide paper benefit statements in certain cases. Section 338 also instructed the Department to update its electronic disclosure safe harbors in connection with the statutory changes. The proposed amendments would implement these Congressional mandates.
This document extends the comment period for the proposed rule that appeared in the Federal Register on December 23, 2025, titled "Transparency in Coverage". The comment period for the proposed rule, which would end on February 23, 2026, is extended until March 2, 2026.
The Office of Workers' Compensation Program is issuing this guidance to clarify the securitization requirements for insurance carriers authorized under the Longshore and Harbor Workers' Compensation Act (LHWCA) and its extensions. This guidance establishes a rubric which allows OWCP to adjust the insurance carriers' obligations based on their fiscal stability and performance within the Longshore industry and serves to establish a clear and standardized process for determining the amount of collateral an authorized insurance carrier must deposit to cover its potential liabilities. This clarification benefits insurance carriers by providing predictability which aids in capital planning and avoids arbitrary or unexpected security adjustments. This also helps to standardize compliance across the industry and ensures authorized carriers secure their critical obligations. This sub-regulatory guidance does not supersede existing regulations and is intended to provide insurance carriers (carriers) with clarification on the posting of security deposits to collateralize liabilities.
The Secretary of Homeland Security, in consultation with the Secretary of Labor, is exercising time-limited Fiscal Year (FY) 2026 authority to issue up to, but not more than, an additional 64,716 visas for the fiscal year. All of these supplemental visas will be available only to those American businesses that are suffering or will suffer impending irreparable harm, i.e., those facing permanent and severe financial loss, as attested by the employer. These supplemental visas will be distributed in three allocations based on the petitioner's start date of need through the end of the fiscal year.
The Department is proposing a regulation that would require providers of pharmacy benefit management services and affiliated providers of brokerage and consulting services to disclose information about their compensation to fiduciaries of self-insured group health plans subject to the Employee Retirement Income Security Act (ERISA). These disclosures are needed so that fiduciaries can assess the reasonableness of the contracts or arrangements with these service providers, including the reasonableness of the service providers' compensation. These disclosure requirements would apply for purposes of ERISA's statutory prohibited transaction exemption for services arrangements. This proposal implements section 12 of President Trump's Executive Order 14273, Lowering Drug Prices by Once Again Putting Americans First, which instructs the Department to propose regulations to improve employer health plan transparency into the direct and indirect compensation received by pharmacy benefit managers. If finalized, this regulation would affect sponsors and other fiduciaries of self-insured group health plans and certain service providers to such plans.
The Department of Labor's (Department's) Employment and Training Administration (ETA) is delaying by 1 year the date by which State grantees, as a condition on their grant funds, must comply with the regulatory requirements in the 2023 Wagner-Peyser Act Staffing Final Rule regarding the grant-funded staffing models States must use to deliver services in the Wagner-Peyser Act Employment Service (ES). The 2023 Final Rule became effective on January 23, 2024, and provided that all States have until January 22, 2026, 24 months after the effective date of the rule, to comply with the staffing requirements. With this 1-year delay, the compliance date is now January 21, 2027.
OSHA is extending the compliance dates in its Hazardous Communications Standard (29 CFR 1910.1200), published in the Federal Register on May 20, 2024 (89 FR 44144), by four months. The compliance date in Sec. 1910.1200(j)(2)(i) is extended from January 19, 2026, until May 19, 2026; the compliance date in Sec. 1910.1200(j)(2)(ii) is extended from July 20, 2026 to November 20, 2026; the compliance date in Sec. 1910.1200(j)(3)(i) is extended from July 19, 2027 to November 19, 2027; and the compliance date in Sec. 1910.1200(j)(3)(ii) is extended from January 19, 2028 to May 19, 2028.
OSHA is correcting several inadvertent errors in its Hazard Communication Standard (HCS). Most errors relate to the HCS final rule published in the Federal Register on May 20, 2024. On October 9, 2024, the agency issued a corrections notification and technical amendment to correct errors in that final rule which the agency believed could lead to confusion during the classification process or errors on labels and Safety Data Sheets (SDSs) if not expeditiously corrected. Following publication of the October 9, 2024 corrections notification and technical amendment, OSHA continued its review of the regulatory text and identified additional minor and typographical errors in the regulatory text and appendices to the HCS. OSHA is issuing this correction document to address these additional minor errors. OSHA is also making one technical amendment to an appendix of the HCS unrelated to the May 20, 2024 final rule.
These proposed rules set forth proposed requirements that would amend the regulations under the Public Health Service Act, the Employee Retirement Income Security Act of 1974, and the Internal Revenue Code regarding price transparency reporting requirements for non-grandfathered group health plans and health insurance issuers offering non-grandfathered group and individual health insurance coverage. Specifically, these proposed rules would improve the standardization, accuracy, and accessibility of public pricing disclosures in line with the goals of the Executive Order 14221. With respect to the in-network rate and out-of-network allowed amount machine-readable files, these proposed rules would achieve these goals by adding new contextual files and additional data elements like product type, network name, and enrollment counts; changing the reporting level for aggregation of data; removing in-network rates for unlikely provider-to-service mappings; increasing the reporting period and lowering the claims threshold for out-of-network historical data; and reducing the reporting cadence. These proposed rules would also improve the findability of all of the publicly disclosed machine- readable files required under the Transparency in Coverage rules, including the prescription drug file, by requiring a text file and footer with website URLs and contact information for the files. These proposed rules would also require pricing information that is made available through an online consumer tool and paper (upon request), to also be made available by phone, and establish that the satisfaction of such requirement also satisfies the requirements of section 114 of the No Surprises Act (including for grandfathered group health plans and health insurance issuers offering grandfathered group and individual health insurance coverage that are not otherwise subject to these proposed rules).
On January 20, 2025, President Trump issued an Executive order rescinding certain Executive orders and actions, which revoked an Executive order concerning nondisplacement of qualified workers under Federal service contracts and directed the heads of each agency to take immediate steps to effectuate the revocations listed. In accordance with this directive, the Department of Labor is issuing a final rule to rescind the regulations on nondisplacement of qualified workers under service contracts, which were promulgated solely pursuant to the authority provided by the revoked Executive order.
The Department of Labor (Department or DOL) is issuing this interim final rule (IFR) to amend its regulations governing the certification of agricultural labor or services to be performed by temporary foreign workers in H-2A nonimmigrant status (H-2A workers). Specifically, the Department is revising the methodology for determining the hourly Adverse Effect Wage Rates (AEWRs) for non-range occupations by using wage data reported for each U.S. state and territory by the Department's Bureau of Labor Statistics (BLS) Occupational Employment and Wage Statistics (OEWS) survey. For the vast majority of H-2A job opportunities, the Department will use OEWS survey data to establish AEWRs applicable to five Standard Occupational Classification (SOC) codes combining the most common field and livestock worker occupations previously measured by the U.S. Department of Agriculture's (USDA) Farm Labor Survey (FLS), which covered six SOC codes. These AEWRs will be divided into two skill-based categories to account for wage differentials arising from qualifications contained in the employer's job offer. For all other occupations, the Department will use the OEWS survey to determine two skill-based AEWRs for each SOC code to reflect wage differentials. The threshold determination for assigning the SOC code(s) and applicable skill-based AEWR will be based on the duties performed for the majority of the workdays during the contract period and qualifications contained in the employer's job offer. Finally, to address differences in compensation between most U.S. workers and H-2A workers who receive employer-provided housing at no cost, the Department will implement a standard adjustment factor to the AEWR to account for this non-monetary compensation that employers will apply when compensating H-2A workers under temporary agricultural labor certifications.
OSHA held an informal public hearing on its proposed standard for Heat Injury and Illness Prevention in Outdoor and Indoor Work Settings from June 16 through July 2, 2025. The period to submit post- hearing comments is extended by 30 days until October 30, 2025, to allow individuals and organizations who filed a timely Notice of Intention to Appear (NOITA) at the hearing additional time to file evidence and data relevant to the proceeding, including written responses to questions asked during hearing proceedings, as well as final written briefs.
On July 1, 2025, the U.S. Department of Labor (DOL) published a Notice of Proposed Rulemaking (NPRM) to revise the implementing regulations for the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended. The comment period for the NPRM was scheduled to close on September 2, 2025. With this notice document, DOL is extending the comment period to September 17, 2025. Commenters who have already submitted public comments do not need to resubmit their comments. DOL will consider all comments received from the date of publication of the NPRM through the close of the extended comment period. Any previous denial of a request to extend the comment period remains denied to the extent the request asked for more than a 15-day extension. Commentors are encouraged to submit all comments by September 17, 2025, as no further extension will be granted.
On July 1, 2025, the U.S. Department of Labor (DOL) published a Notice of Proposed Rulemaking (NPRM) to revise the implementing regulations for Section 503 of the Rehabilitation Act of 1973, as amended. The comment period for the NPRM was scheduled to close on September 2, 2025. With this notice document, DOL is extending the comment period to September 17, 2025. Commenters who have already submitted public comments do not need to resubmit their comments. DOL will consider all comments received from the date of publication of the NPRM through the close of the extended comment period. Any previous denial of a request to extend the comment period remains denied to the extent the request asked for more than a 15-day extension. Commentors are encouraged to submit all comments by September 17, 2025, as no further extension will be granted.
On July 1, 2025, the U.S. Department of Labor (DOL) published a Notice of Proposed Rulemaking (NPRM) to rescind the regulations for Executive Order (E.O.) 11246, as amended. The comment period for the NPRM was scheduled to close on September 2, 2025. With this notice document, DOL is extending the comment period to September 17, 2025 Commenters who have already submitted public comments do not need to resubmit their comments. DOL will consider all comments received from the date of publication of the NPRM through the close of the extended comment period. Any previous denial of a request to extend the comment period remains denied to the extent the request asked for more than a 15-day extension. Commentors are encouraged to submit all comments by September 17, 2025, as no further extension will be granted.
The Employment and Training Administration (ETA) of the Department of Labor (Department) is confirming the effective date of September 2, 2025, for the direct final rule that was published in the Federal Register on July 1, 2025. This direct final rule removes the regulations that implemented and governed the Title I Workforce Investment Act (WIA) programs at the national, State, and local levels and provided program requirements applicable to all WIA formula and competitive funds. Title I of WIA was repealed by Congress with the enactment of the Workforce Innovation and Opportunity Act (WIOA) on June 22, 2014, and all remaining grant funding under WIA Title I has been closed out by the Department. Accordingly, these regulations are no longer necessary, and the Department is removing the regulations from the Code of Federal Regulations (CFR) for programs that are no longer operative.
The Department of Labor (DOL or the Department) is issuing this proposed rule to require the disclosure of confidential Unemployment Compensation (UC) information to Federal officials for the purposes of UC program oversight and audits. This rule will ensure that Federal officials, including the DOL Office of Inspector General (DOL- OIG), are able to obtain the information they need in order to ensure proper oversight of the UC program and to identify and address fraud in the UC program.
The U.S. Department of Labor (Department) is confirming the effective date of September 2, 2025, for the direct final rule (DFR) that was published in the Federal Register on July 1, 2025. This DFR rescinds the regulations that implemented the nondiscrimination and equal opportunity provisions of the Workforce Investment Act (WIA). Under WIA, the Department provided financial assistance to certain recipients for the purpose of establishing programs to meet the job training needs of youth and adults facing serious barriers to employment. Section 188 of WIA contained the nondiscrimination and equal opportunity provisions that prohibited discrimination on the grounds of race, color, religion, sex, national origin, age, disability, political affiliation or belief, and, for beneficiaries only, citizenship status or participation in a WIA-funded program or activity. WIA was repealed by Congress with the enactment of the Workforce Innovation and Opportunity Act (WIOA) on June 22, 2014, and the WIA Section 188 regulations have been superseded by those implementing Section 188 of WIOA. All remaining grant funding under WIA Title I has been closed out by the Department. Accordingly, these regulations are no longer necessary, and the Department is removing the regulations from the Code of Federal Regulations (CFR) for this program that is no longer operative.
OSHA is extending the period for submitting comments by 60 days to allow stakeholders interested in the Notice of Proposed Rulemaking (NPRM) on Formaldehyde additional time to review the NPRM and collect information and data necessary for comment.
OSHA is extending the period for submitting comments by 60 days to allow stakeholders interested in the Notice of Proposed Rulemaking (NPRM) on construction illumination requirements additional time to review the NPRM and collect information and data necessary for comment.
OSHA is extending the period for submitting comments on the notice of proposed rulemaking (NPRM) titled Occupational Safety and Health Standards; Interpretation of the General Duty Clause: Limitation for Inherently Risky Professional Activities. The agency is extending the comment period by 60 days to allow interested stakeholders additional time to review the NPRM and collect information and data necessary for comment.
OSHA is extending the period for submitting comments by 60 days to allow stakeholders interested in the Notice of Proposed Rulemaking (NPRM) on Acrylonitrile additional time to review the NPRM and collect information and data necessary for comment.
OSHA is extending the period for submitting comments by 60 days to allow stakeholders interested in the Notice of Proposed Rulemaking (NPRM) on Cadmium additional time to review the NPRM and collect information and data necessary for comment.
OSHA is extending the period for submitting comments by 60 days to allow stakeholders interested in the Notice of Proposed Rulemaking (NPRM) on Coke Oven Emissions additional time to review the NPRM and collect information and data necessary for comment.
OSHA is extending the period for submitting comments by 60 days to allow stakeholders interested in the Notice of Proposed Rulemaking (NPRM) on Cotton Dust additional time to review the NPRM and collect information and data necessary for comment.
OSHA is extending the period for submitting comments by 60 days to allow stakeholders interested in the Notice of Proposed Rulemaking (NPRM) on 1,3-Butadiene additional time to review the NPRM and collect information and data necessary for comment.