If you’ve ever stared at a confusing labor law and thought, “Could someone just tell me what this actually means?” good news! The Department of Labor is reviving a powerful tool that does exactly that.

After years on the shelf, DOL opinion letters are making a comeback, and this time, they’re expanding across five key agencies. That’s a helpful development for HR, legal, and compliance teams looking for more clarity in their day-to-day. These letters provide direct, customized employment law guidance straight from the DOL. In other words, real answers to real questions, backed by the agency that enforces the law.

Unlike general advisories or blog content, these are official interpretations from the DOL that can guide labor law compliance and support employer decision-making.

The DOL’s 2025 update makes this resource more accessible and applicable across more agencies, giving HR and compliance teams a clearer path to federal guidance.

In many workplaces, employee handbooks and federal laws are treated as if they serve the same function. Both are associated with rules, expectations, and compliance, but they’re not interchangeable. An employee handbook is something you create. Federal laws are something you have to follow. Confusing the two can lead to unclear policies, missed legal obligations, and even liability.

This article breaks down the key differences between employee handbooks and federal law. You’ll learn what each one is for, how they interact, and why your handbook shouldn’t try to act like a legal code. By the end, you’ll know how to write policies that reflect the law without overwhelming your employees and how to avoid common mistakes that can trip up even well-meaning HR teams.