While this may spell freedom for some organizations, that will create the need for HR and comp professionals to keep closer tabs on what’s going on in each state where they do business. Here are some of the regulations that we may see change in the coming years:

• Minimum wage. Trump does not support increasing minimum wage significantly. Instead, he has suggested that tax breaks may better benefit American workers.

• Fair Labor Standards Act. Trump is likely to reverse the proposed changes to the FLSA. While there is no overt statement on his issues pages, because the main goal is to have less regulation, he is likely to overturn the changes to the FLSA overtime rules. That said, remember he won’t be in office until mid-January so your organization may be at risk when the changes go live on Dec. 1, 2016.

• Gender pay equity laws. While there is no overt statement on Trump’s issues pages, we know he does not support policy action regarding pay equity laws as well. It’s not likely, therefore, that we’ll see something pass at the federal level.

• Paid family and medical leave. Trump supports six weeks of paid maternity leave for working mothers. While this policy wouldn’t support fathers or adoptions, it does improve leave for birth mothers.

• Health insurance. Trump will repeal and replace Obamacare with health savings accounts (HSAs).

Taxes and trade agreements

One of the primary ways in which Trump plans to create change for American businesses is through changes to both taxes and trade agreements.