Legal factors affect hiring and retaining skilled labor in manufacturing in numerous ways. According to the U.S. Department of Labor’s Wage and Hour Division, labor laws cover minimum wage, safety, and discrimination, which can increase costs and complexity for manufacturers (2024). Additionally, strict immigration laws limit the availability of skilled labor, particularly in technical roles. Employment regulations add costs and complexity to hiring practices, and certain manufacturing roles require licenses, limiting the talent pool. Moreover, worker classification laws impact hiring flexibility, while strict intellectual property laws restrict hiring from competitors (Division, 2024). To address these challenges Christianson recommends, that manufacturers invest in training, offer competitive compensation, and advocate for favorable legal environments supporting workforce development and talent acquisition (2021).