---
title: "Compliance Reminder: Civil Penalties Increase"
description: "It has been a few months since the DOL civil penalties increased. Have you taken steps to ensure compliance? 

Many employers roll the dice related to ERISA, FMLA, OSHA and FLSA. No one expects to be audited by the DOL. Yet it is a big risk to leave your company so vulnerable."
image: https://www.wdandassociates.com/hubfs/Stock%20images/Are%20you%20Covered%3F%20road%20sign%20with%20sun%20background.jpeg
---

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## [Compliance Reminder: Civil Penalties Increase](https://www.wdandassociates.com/blog/compliance-reminder-dol-penalties-increase)

![Natalie Delmage](https://app.hubspot.com/settings/avatar/2d39381fa78b623d16ea5059eec46a95) 

 By [Natalie Delmage](https://www.wdandassociates.com/blog/author/natalie-delmage) - October 1, 2024

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It has been a few months since the Department of Labor civil penalties increased. Have you taken steps to ensure compliance? 

Many employers roll the dice related to ERISA, FMLA, OSHA and FLSA. No one expects to be audited by the DOL. Yet it is a real risk to leave your company vulnerable.

![Are you Covered? road sign with sun background](https://www.wdandassociates.com/hs-fs/hubfs/Stock%20images/Are%20you%20Covered%3F%20road%20sign%20with%20sun%20background.jpeg?width=600&height=398&name=Are%20you%20Covered%3F%20road%20sign%20with%20sun%20background.jpeg)

On Jan. 2, 2018, the Department of Labor (DOL) issued a [final rule](https://www.federalregister.gov/documents/2018/01/02/2017-28224/department-of-labor-federal-civil-penalties-inflation-adjustment-act-annual-adjustments-for-2018) that increases the civil penalty amounts that may be imposed on employers under various federal laws. The final rule increases the civil penalty amounts associated with:

- Failing to file an annual Form 5500 under the Employee Retirement Income Security Act (ERISA);
- Repeated or willful violations of minimum wage or overtime requirements under the Fair Labor Standards Act (FLSA);
- Willful violations of the poster requirement under the [Family and Medical Leave Act (FMLA)](https://www.wdandassociates.com/blog/the-three-day-rule-that-could-save-you-from-high-penalties); and
- Violations of the poster requirement under the Occupational Safety and Health Act (OSHA).

Employers should become familiar with the new penalty amounts and review their pay practices, benefit plan administration and safety protocols to [ensure compliance](https://www.wdandassociates.com/legal-compliance) with federal requirements.   

Here is a recap of the increases.

The increased penalty amounts became effective on Jan. 2, 2018, and may apply for any violations occurring after Nov. 2, 2015.

| REQUIREMENT |  2017 PENALTY AMOUNT | 2018 PENALTY AMOUNT |
| --- | --- | --- |
| **Wage and Hour** |  |  |
| Repeated or willful violations of minimum wage or overtime requirements (FLSA) | Up to $1,925 for each violation | Up to **$1,964** for each violation |
| Violations of child labor laws | Up to $12,278 for each employee subject to the violation | Up to **$12,529** for each employee subject to the violation |
| Violations of child labor laws that cause death or serious injury to an employee under age 18 | Up to $55,808 for each violation (doubled to $111,616 if the violation is repeated or willful) | Up to **$56,947** for each violation (doubled to **$113,894** if the violation is repeated or willful) |
| Willful failure to post FMLA general notice | Up to $166 for each separate offense | Up to **$169** for each separate offense |
| Violations of the Employee Polygraph Protection Act (EPPA) | Up to $20,111 for each violation | Up to **$20,521** for each violation |
| **Employee Benefits** |  |  |
| Failure to file an annual report (Form 5500) with the DOL (unless a filing exemption applies) | Up to $2,097 per day | Up to **$2,140** per day |
| Failure of a multiple employer welfare arrangement (MEWA) to file an annual report (Form M-1) with the DOL | Up to $1,527 per day | Up to **$1,558** per day |
| Failure to furnish plan-related information requested by the DOL *Under ERISA, administrators of employee benefit plans must furnish to the DOL, upon request, any documents relating to the employee benefit plan.   | Up to $149 per day, but not to exceed $1,496 per request | Up to **$152** per day, but not to exceed **$1,527** per request |
| Failing to provide the annual notice regarding CHIP coverage opportunities *This notice applies to employers with group health plans that cover residents of states that provide a premium assistance subsidy under a Medicaid or CHIP program. | Up to $112 per day for each failure (each employee is a separate violation) | Up to **$114** per day for each failure (each employee is a separate violation) |
| For 401(k) plans, failure to provide blackout notice or notice of right to divest employer securities | Up to $133 per day | Up to **$136** per day |
| Failure to provide Summary of Benefits and Coverage (SBC) | Up to $1,105 per failure | Up to **$1,128** per failure |
| **Employee Safety – OSHA** |  |  |
| Violation of posting requirement | Up to $12,675 for each violation | Up to **$12,934** for each violation |

 

Contact your benefits adviser to ensure you are compliant.** (HINT: Most employers aren't!) **

It can be overwhelming seen all together in a chart like this. We can help make it manageable. 

 

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###### DOWNLOAD your free employee guide to fmail medical leave act (FMLA).

Our Employee Guide to FMLA is yours free now, just click to download. It has a wealth of information that you can use now!

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## Leave a comment

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 By [ Natalie Delmage](https://www.wdandassociates.com/blog/meet-your-account-manager-melissa-rebelo/author/natalie-delmage) - May 1, 2019

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