Winning exemption from Pennsylvania overtime requirements recently became that much more difficult when the Pennsylvania Department of Labor (PDOL) published its latest guidance. Effective October 3, 2020, the new guidance increases the minimum weekly salary threshold to be exempt under the Pennsylvania Minimum Wage Act (PMWA) white-collar exemption to $684 per week (the same as the FLSA). Further, that minimum will increase again on October 3, 2021 to $780 per week and on October 3, 2022 to $875 per week. Beginning the following year, on October 3, 2023 and every third year thereafter, the minimum salary will increase with employers getting only a 90-day advance notice of the increase. Under Pennsylvania law, up to 10 percent of the minimum salary may be satisfied by certain nondiscretionary bonuses, incentives and commissions, but remember that differences between the FLSA and PMWA may allow an employee to be exempt under the FLSA, but not under the PMWA. Employers in Pennsylvania should review the applicable duties tests and plan for the rising minimum in future budgets.