Employment Law and Labour Law

California's 2026 legislative session introduced sweeping workplace regulations targeting AI-powered decision systems, employee surveillance technologies, and stay-or-pay agreements. With most provisions taking effect in 2027 and automated decision requirements delayed until mid-2028, employers face critical compliance deadlines for updating policies on workforce monitoring, arbitration, leave administration, and harassment prevention training.

Maryland employers must comply with new posting requirements under the Worker Freedom Act, which prohibits penalizing employees who decline attendance at employer-sponsored meetings on religious or political matters. The Maryland Department of Labor has released official notices in English and Spanish that must be displayed prominently in workplaces and provided to new hires starting November 1, 2026.

California's new Senate Bill 1316 creates a potentially case-dispositive evidentiary consequence for public works contractors beginning January 2027: failure to timely produce payroll, time, and employment records in response to labor commissioner requests may bar contractors from using those records to defend against civil wage and penalty assessments. The statute effectively transforms the investigation stage into a critical phase of hearing preparation, where a contractor's initial response to records re

A reduction in force may be driven by legitimate business needs, but an unclear selection process or inconsistent internal communications can turn a defensible decision into a jury question.

California's new Senate Bill 951 amends the Cal-WARN Act to require employers to disclose when mass layoffs or relocations are substantially caused by artificial intelligence or automated technology. What specific information must employers now include in their notices, and how will these technology-driven workforce reductions be tracked and reported by state agencies?

California has enacted sweeping new legislation regulating artificial intelligence in employment decisions, from prohibiting fully automated terminations to restricting AI-powered workplace surveillance. These laws establish unprecedented requirements for human oversight, employee notification, and transparency when employers deploy automated decision systems. What do these regulations mean for companies using AI tools to manage their workforce, and how should employers prepare for compliance?

Explore the latest updates in employee benefits law, including innovations in retirement services, mental health parity guidance, ICHRA regulations, ESOP valuation legislation, and Medicare Part D pharmacy contracting standards. Stay informed on critical developments affecting healthcare compliance, paid family leave, and marketplace enrollment protections.

For owners of closely held businesses, an employee stock ownership plan, or ESOP, can be an attractive way to transition ownership while allowing employees to participate in future growth. But one issue has long made ESOP transactions more difficult and expensive: uncertainty over how the Department of Labor, or DOL, and courts will evaluate the price paid for privately held employer stock.

In a significant en banc decision, Bolton v. Inland Fresh Seafood Corporation of America, Inc., No. 24-10084, the United States Court of Appeals for the Eleventh Circuit overruled its four-decade-old precedent in Mason v. Continental Group, Inc., 763 F.2d 1219 (11th Cir. 1985), and found that ERISA does not require plaintiffs to exhaust administrative remedies before bringing statutory claims—including claims for breach of fiduciary duty.

California workers who report sexual harassment may face subtle retaliation through schedule changes, reduced hours, or sudden performance issues. Understanding how employers...

The NLRB's Division of Advice recently cleared an employer of unfair labor practice charges after firing two employees who organized a political protest on company property. The decision hinges on whether the protest constituted protected concerted activity under the NLRA, with the agency finding the connection to workplace concerns too attenuated. In a significant footnote, General Counsel Crystal Carey signaled her intent to overturn recent precedent that protected activity with "an objective" the NLRA pr

Deere & Co. faces a legal challenge from former employees who claim the company's severance program falls under ERISA regulations, while the agricultural equipment manufacturer argues that its one-time lump-sum payment structure exempts it from federal oversight. The case hinges on whether a simple calculation-based severance payment constitutes an employee benefit plan requiring ongoing administration, with potential implications for how companies structure their separation agreements.