DOL restores older overtime rules, monday.com managers face classification scrutiny

The Labor Department’s latest move is a compliance reset, not a new overtime expansion. By restoring the preexisting Part 541 regulations and removing the text of the now-vacated 2024 rule from the Code of Federal Regulations, the department sent managers and HR teams back to the older white-collar framework: nonexempt workers still get time-and-one-half after 40 hours in a workweek, while exemption status still turns on duties and salary tests, not job titles alone. For monday.com, that means payroll, scheduling and after-hours coverage plans need a fresh look, especially in teams where launches, customer escalations and support cycles can push work into nights and weekends.

The whiplash is the point. The Labor Department’s FAQ says the U.S. District Court for the Eastern District of Texas vacated the 2024 overtime rule on Nov. 15, 2024, and the department is now applying the 2019 thresholds for enforcement while related lawsuits continue in two other federal district courts and the United States has filed a notice of appeal. That restores the minimum salary level for most exempt executive, administrative and professional employees to $684 per week, and the annual compensation test for highly compensated employees to $107,432. The 2024 final rule had been published on April 26, 2024, so employers that spent the past year adjusting pay bands or reclassifying roles now have to unwind some of that planning.

At monday.com, the stakes are not abstract. The company says more than 250,000 customers worldwide use its cloud-based SaaS platform, and its March 13, 2026 annual report filing lists Shiran Nawi, Adv., as chief people and legal officer. In a company that sells workflow software, labor classification cuts straight into how work is actually organized: who is expected to stay available, who has to log hours, and which teams can absorb surge periods without drifting into unpaid overtime risk.

The company’s own hiring pages show why the issue is live. A current Senior Customer Success Manager posting in New York is hybrid and advertises a base salary range of $132,000 to $168,000, with OTE potential of $166,000 to $210,000. The role also calls for 5-plus years in B2B SaaS customer success, technical account management or implementation consulting, along with API fluency and AI consulting experience. That is the kind of job where title, salary and day-to-day responsibilities can diverge enough to create exemption confusion, which is exactly why monday.com managers need to revisit classification now instead of assuming salaried means overtime-free.