Labor and Employment Law Center
Information on the latest labor and employment legal and regulatory developments and how they may impact your business.
On Sept. 30, 2026, California became one of the first states to adopt comprehensive workplace AI legislation, with other states expected to follow.
Menstruation, perimenopause and menopause are protected characteristics under the amended PFPO, which applies to all Philadelphia employers.
Covered employers will be required to provide eligible employees with up to 12 weeks of employer-funded paid parental leave.
The question is no longer whether an outburst was “bad enough” to forfeit legal protection, but why the employer acted, and consistent enforcement of its rules is an employer’s best defense.
The NJDOL has formally adopted worker-classification regulations, making accurate classification more important than ever, as violations can result in significant and cumulative penalties.
Developing a clear, written AI policy positions employers to manage those risks while still allowing employees to benefit from the efficiencies of AI tools.
Employers should closely review their worker classification practices and monitor upcoming regulatory changes.
Employers should assess and update workplace grooming and appearance policies to ensure compliance with new protections.
This decision alters the landscape for employers defending Title VII discrimination claims.
New Jersey’s Pay and Benefit Transparency Act places new compensation disclosure criteria on employers in the state.
Companies and businesses that do business with the government should scrutinize and review any DEI policies to mitigate the loss of federal funding and the risk of potential penalties.
This decision will have a major impact on how FTC and federal antitrust laws are applied to health care providers.
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