A decision years in the making has finally happened. The U.S. Department of Labor (DOL) recently announced a final rule to make 1.3 million American workers eligible for overtime pay under the Fair Labor Standards Act (FLSA). It sets the minimum salary threshold for the FLSA’s white-collar exemptions at $684 per week, or $35,568 per year.

Equal pay for equal work is a hot topic for employers in 2019, partly because social movements have brought attention to gender pay imbalances in the workplace.

One of the bigger pay equity stories making headlines is the lawsuit brought on by the U.S. Women’s National Soccer Team. The recent World Champions are asking for pay equal to the men’s team, which has the same responsibilities as the women’s team but fewer wins and less revenue. Chants of “equal pay” were heard at both the World Cup and the team’s recent victory parade in New York City.

Additionally, four women recently joined a major pay gap case against the Walt Disney Company, accusing the entertainment giant of gender discrimination at its Hollywood Records music label, its theme parks and other divisions. The complaint alleges that Disney routinely compensates women less than men, denies women promotions and classifies female employees in lower job titles that don’t match their qualifications.