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A free scan shows the junk files, broken settings and background clutter dragging Windows down - then fixes them in one click.Free scan · Windows 10 & 11On June 20, 2025, the U.S. Department of Labor (DOL) announced that its Wage and Hour Division (WHD) would stop enforcing the 2024 Farmworker Protection Rule, effective immediately. The announcement changed the department’s enforcement posture; it did not repeal the rule, amend its regulations, or erase H-2A requirements that predated it. As of October 8, 2026, the available DOL rulemaking record identifies a proposed rescission but does not establish that a final rescission was published.
What DOL’s enforcement suspension means
DOL announced the suspension in Field Assistance Bulletin No. 2025-2, guidance directed to WHD field staff. The department said WHD would suspend enforcement of the 2024 rule as of June 20, 2025. In its accompanying release, DOL said the guidance did not change existing regulations or limit WHD’s authority to enforce H-2A requirements that were in place before the 2024 rule.
That distinction matters: a pause in enforcement is not the same as a regulation being repealed or a court striking it down. DOL said the suspension was intended to provide clarity while litigation continued and the department considered further regulatory action. It also framed the move as aligned with the administration’s immigration-enforcement priorities. Those are DOL’s stated reasons, not findings that the rule had been invalidated.
What the 2024 Farmworker Protection Rule covered
DOL published “Improving Protections for Workers in Temporary Agricultural Employment in the United States,” commonly called the Farmworker Protection Rule, on April 29, 2024. It took effect June 28, 2024, amending H-2A regulations and Employment Service rules. The provisions introduced by the rule addressed several parts of temporary agricultural employment:
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- Worker advocacy and concerted activity: protections concerning workers’ ability to engage in advocacy and concerted activity.
- Employer-provided housing: guest access to housing provided by employers.
- Discipline and termination: termination standards and progressive discipline.
- Transportation: seat-belt requirements for most vehicles transporting workers.
- Pay and disclosure: wage disclosure and payment provisions, along with employer disclosure and certification duties.
- Recruitment and accountability: greater recruitment transparency and strengthened accountability and enforcement provisions.
These were provisions of the 2024 rule. DOL’s 2025 bulletin announced how WHD would enforce that rule; it did not itself enact a statutory repeal of those provisions.
How the court injunctions fit in
Before the June 2025 bulletin, court orders had already limited implementation of parts of the rule. Their coverage was tied to particular states, parties, and provisions; they were not a single nationwide ruling that nullified the entire rule. DOL cited the competing orders as a source of uneven enforcement and operational difficulty.
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Southern District of Georgia order
DOL’s laws and regulations page describes a preliminary injunction in Kansas v. U.S. Department of Labor covering 17 states: Arkansas, Florida, Georgia, Idaho, Indiana, Iowa, Kansas, Louisiana, Missouri, Montana, Nebraska, North Dakota, Oklahoma, South Carolina, Tennessee, Texas, and Virginia. As of August 26, 2024, DOL also identified Miles Berry Farm and members of the Georgia Fruit and Vegetable Growers Association among the entities covered.
Eastern District of Kentucky order
DOL also described a November 2024 injunction from the Eastern District of Kentucky that affected key provisions in additional states and entities. The agency’s materials characterize the orders as having distinct coverage; the June 2025 bulletin then announced a broader WHD enforcement suspension.
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Has the rule been formally rescinded?
The enforcement suspension and a formal rescission are separate actions. DOL later proposed rescinding most requirements introduced by the 2024 rule. The Unified Agenda entry for RIN 1205-AC25 lists the action at the “Final Rule Stage” and gives a July 2026 target, but a target date or agenda stage is not proof that a final rule was published. The available record does not establish a final publication date or confirm completion of the rescission. Do not treat the rule as formally rescinded without a published final rule.
The agenda estimates that the proposal would produce $1.02 million in annualized net cost savings and $12.66 million in annualized transfer payments from employees to H-2A employers. Those are estimates in the U.S. Department of Labor’s Unified Agenda entry for RIN 1205-AC25, using a 7 percent discount rate over 10 years; they are not measured outcomes.
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Do not confuse this with the separate AEWR case
A different dispute concerns DOL’s October 2025 interim final rule on the Adverse Effect Wage Rate (AEWR) methodology for non-range H-2A occupations. In a September 2, 2026 notice responding to an Eastern District of California order, DOL said the court found the methodology unlawful but did not vacate that interim final rule. DOL said existing AEWRs would remain in effect until it published new rates under a new methodology. The notice said employers were not then obligated to pay back wages, although some could potentially face later adjustment obligations for a future period if specified conditions were met.
That wage-methodology litigation is distinct from the suspension of enforcement of the Farmworker Protection Rule. The September 2026 notice concerns how AEWRs are set; it does not determine whether the 2024 Farmworker Protection Rule was rescinded.
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What workers and employers should check
The enforcement posture and regulatory status are not interchangeable, and litigation or rulemaking can change the legal position. For a current employment or compliance decision, consult current DOL guidance and the applicable published regulations or court orders rather than assuming the 2025 bulletin removed every H-2A obligation.
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