OSHA Reform, Labor Rights, and the Federal Minimum Wage: Proposed US Legislation in 2026

Employment and labor law compliance comes with many challenges, not least of which is watching for and adapting to new laws. In two recent blogs, we covered new and proposed changes introduced by the current administration and new legislation in several US states. In this piece, we’ll look at some employment and labor laws that have been proposed by members of Congress in 2026.

Proposed employment laws at a glance

What is the Give America a Raise Act?

Introduced in February 2026, the Give America a Raise Act would increase the minimum wage to $20 USD per hour over the course of three years. After that, it would index the minimum wage to inflation or GDP growth – whichever is higher. The current federal minimum wage is $7.27 USD an hour, which equates to roughly $15,000 USD per year. While many states have set higher minimum wages, the federal minimum wage applies in states that do not have a higher minimum wage.

As of early June 2026, the bill had been introduced and referred to committee, where it will be considered before moving to a full vote in the House and Senate.

Sources: Senator Ruben Gallego, Huffpost, Congress.gov

What is the Know Your Labor Rights Act?

Introduced in April 2026 by two US senators and two US representatives, this bipartisan effort seeks to ensure that workers are aware of their labor rights under the National Labor Relations Act (NLRA). If passed, it will require all employers to post and maintain notices informing employees of their labor rights, particularly their right to organize.

Under Section 7 of the NLRA, employees have the right to self-organization and to join a union and collectively bargain. Those sponsoring this bill noted that in the past, employers have failed to inform their employees about their labor rights, in part because they were not required to post notices about those rights in the workplace.

According to the office of Senator Josh Hawley, one of the sponsors of the bill, the act would:

• Require employers to post and maintain notices to employees of their rights under Section 7 of the NLRA.
• Require employers to notify each new employee of the information in the notice.
• Impose penalties on employers for noncompliance.

The bill, H.R. 8418 / S. 4366, has been referred to committee for further consideration, as of early June 2026.

Sources: Senator Josh Hawley, Govtrack.us

What is the Protecting America’s Workers Act?

In late April 2026, Senator Bernie Sanders and Senator Tammy Baldwin introduced the Protecting America’s Workers Act, which seeks to comprehensively reform the Occupational Safety and Health Act (OSHA).

While OSHA was passed in 1970, it has not seen any significant updates since its passage, and legislators believe it does not sufficiently enforce worker protections. Senator Sanders notes on his website that there are currently only five OSHA inspectors for every one million workers in the US.

According to Senator Sanders’ website, the act would:

• Impose meaningful monetary penalties for those who break the law, including criminal charges for egregious violators, so victims of workplace injuries and their families receive justice.
• Protect workers who blow the whistle on unsafe conditions in the workplace by ensuring they can come forward without fear of retaliation.
• Enhance the public’s right to know about safety violations by mandating Department of Labor (DOL) investigations of all cases of workplace deaths or serious injuries and give workers and their families the right to meet with and provide evidence to DOL investigators. It would also require employers to inform workers of their right to a safe workplace.
• Extend health and safety protections to millions more workers by expanding OSH Act coverage to public employees, including federal, state, and local workers.

The act has been endorsed by prominent labor organizations such as United Steelworkers, United Mineworkers of America, and the American Federation of Teachers.

The act is currently waiting for committee action in the Senate.

Source: Senator Bernie Sanders

What is the Restoring Overtime Pay Act?

Introduced on May 19, 2026, the Restoring Overtime Pay Act would expand and strengthen overtime protections for almost 30 million workers by increasing the overtime salary threshold to roughly $89,000 USD by 2030. The legislation was introduced several days after the DOL announced a return to the earlier salary threshold for overtime exemption, which was $684 USD per week, or $35,568 USD annually. (Read more about the DOL’s announcement in our blog Overtime Exemptions, Joint Employer Standards, and EEO-1 Reporting: US Labor Law Changes for Mid-2026.)

According to the office of Senator Alex Padilla, one of the bill’s sponsors, only 8% of full-time, salaried workers are eligible for overtime pay based on their salaries alone. If the act is passed, 55% of full-time, salaried workers would become eligible for overtime pay, which is closer to the 63% of workers who were guaranteed overtime pay in 1975. The threshold would first increase to $45,000 USD in 2026 and would then grow by $10,000 USD each year until 2029. It is assumed that it would reach the 55th percentile of full-time, salaried workers, which is currently $89,440 USD. It could potentially reach $98,000 USD by 2030.

As of early June 2026, the bill had been referred to committees in both the House of Representatives and the Senate.

Sources: Senator Alex Padilla, Senator Bernie Sanders

What is the Mandatory E-Verify Act of 2026?

In May 2026, Senator Katie Britt introduced the Mandatory E-Verify Act of 2026, which would reauthorize the E-Verify program and mandate its use among all US employers.

First introduced as a pilot program in 1996, the E-Verify program confirms an individual’s eligibility to legally work in the US. The program is currently mandatory in some states and federal agencies, and the bill’s passage would significantly extend its scope.

The legislation would increase civil and criminal penalties for employers that knowingly hire individuals who are not authorized to work in the US. It would also strengthen fraud prevention measures and prohibit states from barring their employers from using the program.

Introduced at the end of May 2026, the legislation is in the earliest stages of the legislative process.

Sources: Calhoun Journal, Senator Cindy Hyde-Smith

What is the Faster Labor Contracts Act?

One last item: the Faster Labor Contracts Act. While this article focuses on legislation introduced in 2026, this bill, which was introduced in 2025, merits a mention because recent developments indicate that it’s now on the fast track to becoming law.

The bill would amend the National Labor Relations Act for the first time in over 50 years. It gives employers 10 days to start negotiating an agreement once the National Labor Relations Board has certified that the concerned union has majority support.

According to Fisher Phillips, if no agreement has been reached within 100 days of certification, federal mediation begins. Binding interest arbitration is initiated if mediation has not been successful within 130 days of union certification. And at day 144, an arbitration panel is instructed to impose a final contract.

Watch for more news on this fast-moving piece of legislation.

Sources: Fisher Phillips, Northwest Labor Press

Safeguard Global keeps close watch on global developments in labor and employment law and their potential impact on employers. For news on legislative and regulatory developments outside the US and earlier news from within the US, please visit our Regulatory Hub or contact us for more information.