New Law Mandates Human Trafficking Training for Labor Inspectors: DOL Staff Must Be Trained Within 180 Days

The new Enhancing Detection of Human Trafficking Act requires the Department of Labor (DOL) to get serious about spotting human trafficking in the workplaces they inspect. Basically, the bill mandates that the Secretary of Labor create a mandatory training and ongoing education program for specific DOL employees—especially those in the Wage and Hour Division—on how to detect, identify, and report potential trafficking cases.

The Fine Print on Training

If you’re a DOL employee whose job duties might put you in contact with trafficking victims, you’re getting new homework. The Secretary has 180 days after the bill becomes law to launch this program (Sec. 3). The training isn’t just a generic awareness course; it has to be tailored to the specific environment where the employee works and reflect the latest trends in trafficking. For example, the training for an inspector visiting a farm in a state with known child labor issues will look different than training for an office-based investigator.

The training is required to cover three main things: how to detect trafficking using up-to-date information, methods for identifying both victims and perpetrators, and a clear referral process (Sec. 3(c)). That last part is crucial—it means knowing exactly how to hand off a potential case to the Department of Justice (DOJ) or other relevant authorities while following best practices for protecting the victim. This is about ensuring DOL staff don't just see a problem, but know the exact steps to connect victims with help and law enforcement.

Why This Matters to Regular Workers

If you are working a job where you feel exploited, or if you work alongside someone who might be, this bill is designed to increase the chances that the next DOL inspector who walks through the door actually knows what to look for beyond simple wage violations. Historically, labor inspectors might focus narrowly on minimum wage or overtime, potentially missing the signs of forced labor or debt bondage—which are hallmarks of human trafficking. By making this training mandatory and specialized, the law aims to turn every relevant DOL employee into a potential first responder for trafficking victims.

For businesses, particularly those that rely on temporary or contract labor, this means increased scrutiny during routine inspections. A DOL inspector trained under this new program will be looking deeper than just payroll records; they’ll be trained to spot the red flags that indicate someone is being exploited under duress, linking the Fair Labor Standards Act’s definition of “oppressive child labor” directly to the broader issue of human trafficking (Sec. 3(b)).

Holding the Department Accountable

This law isn't just about launching a training program; it includes a mechanism to ensure the program actually works. The Secretary of Labor must send an annual report to Congress detailing the training provided, how good the training was (based on evaluations), and, most importantly, how many human trafficking cases the DOL referred to the DOJ that year (Sec. 4). They also have to report on the methods they use to track how the DOJ responded to those referrals.

This annual reporting requirement is the accountability loop. It forces the DOL to measure its effectiveness and provides Congress with the data to see if the investment in training is actually leading to more cases being identified and prosecuted. It’s a straightforward way to ensure that the DOL’s new responsibility doesn’t just become a check-the-box exercise, but a measurable effort to protect vulnerable workers.