The "Labor Enforcement to Securely Protect Workers Act" aims to strengthen worker protections and deter violations of labor laws by substantially increasing civil monetary penalties across several key areas. This comprehensive legislation targets non-compliance in child labor, wage and hour standards, occupational safety and health, and farmworker protections. By making violations significantly more costly, the bill seeks to ensure greater adherence to established labor standards and safeguard employee rights. Under the bill, penalties for child labor violations are drastically increased, with fines up to $150,000 per employee and up to $700,000 for violations causing death or serious injury. Wage and hour violations under the Fair Labor Standards Act will see penalties rise to $25,000, or $50,000 for repeated or willful offenses. Occupational Safety and Health Act (OSHA) penalties are also substantially raised, with willful or repeated violations now facing fines up to $800,000, and serious violations up to $80,000. Additionally, civil penalties for violations of the Migrant and Seasonal Agricultural Worker Protection Act are increased to $30,000. The legislation introduces significant changes to mine safety enforcement , including doubling civil penalties for operators with a pattern of violations and establishing "withdrawal orders" (mine closures) if fines are not paid or a payment plan is not followed. New penalties are also created for retaliation against miners, ranging from $10,000 to $200,000. For Family and Medical Leave Act (FMLA) violations , new civil penalties are introduced for interfering with rights and for recordkeeping failures, alongside increased fines for notice violations. A major provision introduces civil penalties for employers committing unfair labor practices (ULPs) under the National Labor Relations Act, with fines up to $50,000 per violation, or $100,000 for certain discriminatory ULPs or those causing serious economic harm, especially for repeat offenders. Crucially, this section also allows for personal liability for directors or officers who directed, committed, or failed to prevent such ULPs. Furthermore, the bill expands the Secretary of Labor's authority to assess and collect civil penalties for failures related to mental health and substance use disorder parity in employee health plans. To enhance enforcement, the bill clarifies that recordkeeping violations under OSHA and FLSA are considered "continuing" until compliance or record expiration, extending the period for enforcement actions. Most of the penalty increases and new provisions will take effect on January 1, 2027, applying to violations occurring on or after that date, while the recordkeeping amendments become effective upon the bill's enactment.