## Description of Department of Labor: What It Is, What It Does, and Why Employers Must Pay Attention
If you’re searching for a **description of the Department of Labor (DOL)**, you likely need a clear, compliance-focused explanation of what the agency does—and what that means for your organization. For HR professionals and business owners, the DOL matters because it sets and enforces many of the federal rules that govern wages, hours, leave, workplace safety coordination, benefits, and worker protections. Understanding the **purpose of the Department of Labor**, its **responsibilities**, and its key **duties and functions** helps you prevent wage-and-hour exposure, respond confidently to investigations, and maintain required workplace postings.
This guide from SwiftSDS breaks down the Department of Labor’s role in plain terms, with actionable compliance steps.
---
## What Is the U.S. Department of Labor (DOL)?
The U.S. Department of Labor is a federal executive agency responsible for fostering, promoting, and developing the welfare of wage earners, job seekers, and retirees. In practice, the DOL’s function is to **administer and enforce major federal labor laws**, issue regulations and guidance, and support programs related to employment training, benefits security, and labor statistics.
For employers, this means the DOL is often the “front door” federal agency for:
- Wage and hour compliance (minimum wage, overtime, child labor)
- Leave administration rules tied to federal statutes
- Worker protections and enforcement actions
- Required workplace notices/posters
For broader context on the laws the DOL touches, see SwiftSDS’s federal **[employment legislation list](/laborposters/federal-laws)**.
---
## Purpose of the Department of Labor: Why It Exists
The **purpose of the Department of Labor** is to ensure fair, safe, and lawful working conditions while supporting efficient labor markets. The DOL does this through enforcement, education, data collection, and program administration.
From a compliance standpoint, the purpose becomes very practical: the DOL aims to reduce wage theft, prevent unlawful employment practices tied to labor standards, and ensure employees can understand and exercise their rights—often through required postings and recordkeeping rules.
To better understand the baseline protections employees have under federal law, read **[5 rights of workers](/laborposters/federal-laws/5-rights-of-workers)**.
---
## Department of Labor Responsibilities: Core Areas That Affect Employers
Below are the major **department of labor responsibilities** most relevant to HR and operations teams.
### Wage and Hour Enforcement (FLSA and Related Rules)
One of the most visible DOL functions is through the Wage and Hour Division (WHD), which enforces the **Fair Labor Standards Act (FLSA)**—covering:
- Minimum wage
- Overtime eligibility and calculation
- Child labor restrictions
- Recordkeeping requirements
**Actionable compliance steps:**
1. Audit exempt vs. nonexempt classifications (FLSA “white collar” exemptions are a common risk area).
2. Confirm overtime is calculated correctly (including nondiscretionary bonuses where required).
3. Maintain time and pay records aligned with DOL retention rules.
**Required notice/poster:** Most employers must display an FLSA rights notice. SwiftSDS helps you meet posting obligations with the current DOL poster:
- **[Employee Rights Under the Fair Labor Standards Act](https://h64afuvta1tdgdma.public.blob.vercel-storage.com/posters/1767652262511-minwagep.pdf)**
- Spanish version where applicable: **[Derechos de los Trabajadores Bajo la Ley de Normas Justas de Trabajo (FLSA)](https://h64afuvta1tdgdma.public.blob.vercel-storage.com/posters/1767652385776-minwagesp.pdf)**
Public sector and agriculture employers may need specialized versions:
- **[Employee Rights Under the FLSA – State and Local Government](https://h64afuvta1tdgdma.public.blob.vercel-storage.com/posters/1767651946908-wh1385State.pdf)**
- **[Employee Rights Under the FLSA – Agriculture](https://h64afuvta1tdgdma.public.blob.vercel-storage.com/posters/1767651970647-wh1386Agrcltr.pdf)**
### Family and Medical Leave (FMLA) Compliance
While the DOL does not “approve” every leave request, it enforces the **Family and Medical Leave Act (FMLA)** rules that apply to covered employers. This includes eligibility determinations, notices, medical certification processes, and job restoration requirements.
**Actionable compliance steps:**
1. Confirm coverage (generally 50+ employees within 75 miles, with other criteria).
2. Use consistent certification workflows and track leave usage carefully.
3. Train managers to recognize leave triggers and route them to HR.
If you use contractors or contingent labor, clarify who is actually eligible under your structure; SwiftSDS addresses a common question in **[are contractors eligible for fmla](/laborposters/federal-laws/are-contractors-eligible-for-fmla)**.
### Workplace Protections and Benefits Oversight (ERISA)
The DOL also has responsibilities related to employee benefit plans under **ERISA (Employee Retirement Income Security Act)**. This impacts retirement plans and certain welfare benefit plans, including fiduciary obligations and disclosure requirements.
**Actionable compliance steps:**
- Ensure plan documents and Summary Plan Descriptions (SPDs) are current.
- Maintain fiduciary process documentation for plan decisions.
- Coordinate closely with your benefits broker and ERISA counsel for reporting and disclosures.
### Equal Opportunity Alignment and Coordination
Equal employment opportunity enforcement is primarily handled by the EEOC, but employers often experience overlapping compliance expectations across agencies. DOL initiatives can intersect with non-discrimination and workplace rights education.
For a deeper explanation of how equal employment objectives are framed, see **[as it pertains to employment opportunity the eeo strives to](/laborposters/federal-laws/as-it-pertains-to-employment-opportunity-the-eeo-strives-to)**.
---
## Department of Labor Duties and Function: How the DOL Operates in Practice
The **department of labor duties** extend beyond writing rules. For employers, the most important “how it works” elements are:
### Investigations, Audits, and Enforcement Actions
The DOL (often through WHD) may initiate investigations based on complaints, targeted enforcement initiatives, or industry sweeps. Investigators can request payroll records, interview employees, and assess back wages and penalties.
**Actionable preparation checklist:**
- Maintain clean, retrievable timekeeping and payroll records.
- Standardize job descriptions and exemption analyses.
- Document pay practices (e.g., rounding rules, meal break deductions, bonus calculations).
### Employer Guidance, Fact Sheets, and Compliance Assistance
The DOL regularly publishes guidance and FAQs. While not always legally binding like regulations, guidance often indicates enforcement priorities and interpretations.
### Required Notices and Posting Expectations
A key DOL function is ensuring employees are informed of rights. Many federal rules require posting notices “in a conspicuous place” (and often digitally for remote workers). If you’re building a posting program, start with your federal set and then layer in state requirements by location.
To see how enforcement leadership can shape compliance expectations, review **[Commissioner of labor](/laborposters/federal-laws/commissioner-of-labor)** and how it relates to employer obligations.
---
## Department of Labor Number of Employees: What That Means (and What It Doesn’t)
Many employers search “**department of labor number of employees**” to understand the DOL’s size or reach. While the exact headcount fluctuates year to year with budgets and staffing, the key takeaway for compliance is this:
- The DOL is large enough to run **nationwide enforcement programs** and **industry-focused investigations**.
- Even small and mid-sized employers can be audited, especially in sectors with high wage-and-hour risk (retail, hospitality, healthcare, construction, staffing).
**Compliance implication:** Don’t treat DOL enforcement as “only for big companies.” Build a routine internal compliance calendar and keep posters, classifications, and records current.
---
## Location-Specific Requirements: Federal Rules Plus State Overlays
The DOL sets federal baselines, but many HR obligations depend on state law (and sometimes local ordinances). If you operate in Massachusetts or California, for example, you’ll have additional posting and wage-hour requirements beyond federal rules.
### Example: Massachusetts Posters and Notices
Massachusetts employers may need multiple state postings in addition to federal DOL notices, such as:
- **[Massachusetts Workplace Safety and Health Protection for Public Employees](https://h64afuvta1tdgdma.public.blob.vercel-storage.com/posters/1767652791073-safety-poster.pdf)**
- **[Your Rights under the Massachusetts Temporary Workers Right to Know Law](https://h64afuvta1tdgdma.public.blob.vercel-storage.com/posters/1767652810198-twrtkl_poster-11x17_english_0.pdf)**
- **[Massachusetts Wage & Hour Laws](https://h64afuvta1tdgdma.public.blob.vercel-storage.com/posters/1767652632332-UPDATED-WH-POSTER-AJC-ENGLISH.pdf)**
- **[Notice to Employees (MA DIA)](https://h64afuvta1tdgdma.public.blob.vercel-storage.com/posters/1767652761085-Notice-to-EE-2024-English.pdf)**
- **[Fair Employment in Massachusetts](https://h64afuvta1tdgdma.public.blob.vercel-storage.com/posters/1767652693427-MCAD_Fair_Employment_Law_Poster_-_04_17_25.pdf)**
- **[Notice: Parental Leave in Massachusetts](https://h64afuvta1tdgdma.public.blob.vercel-storage.com/posters/1767652713217-MCAD_Parental_Leave_Notice.pdf)**
### Example: California Wage-and-Hour Overlays
If you operate in California, state rules can be more stringent than federal law in areas like overtime, meal/rest periods, and wage statements. SwiftSDS summarizes the essentials in **[California labour code](/laborposters/state-laws/california-labour-code)**.
---
## Practical Compliance Takeaways for HR and Business Owners
Use this short list to convert a “description” of the DOL into a working compliance plan:
1. **Post required federal notices** (at minimum, ensure your FLSA poster is current and accessible for remote workers).
2. **Audit wage-and-hour basics quarterly**: classifications, overtime calculations, timekeeping practices, and child labor rules where relevant.
3. **Document leave administration** under FMLA (and state equivalents) with consistent notices and tracking.
4. **Keep benefit plan governance organized** if you sponsor ERISA-covered plans.
5. **Layer in state requirements** by worksite location and employee distribution.
For broader regulatory context beyond labor-specific rules, see **[business regulations department](/laborposters/federal-laws/business-regulations-department)**.
---
## FAQ: Department of Labor (DOL) Basics
### What are the primary department of labor duties for employers to know?
The most employer-facing duties involve enforcing the FLSA (minimum wage/overtime/records), administering and enforcing key leave rules (like FMLA), and ensuring employees can access required rights notices through workplace postings.
### Does the Department of Labor set all workplace rules?
No. The DOL enforces many federal labor standards, but other agencies also regulate the workplace (e.g., EEOC for discrimination enforcement). In addition, state labor departments and state laws can impose stricter requirements.
### What triggers a DOL wage-and-hour investigation?
Common triggers include employee complaints, targeted industry initiatives, inconsistent time records, misclassification patterns, and pay practices that suggest off-the-clock work or incorrect overtime calculations.
---
SwiftSDS helps employers keep labor law postings and compliance documentation organized across federal and state requirements—reducing risk while supporting clear communication of employee rights.