The U.S. Supreme Court has agreed to hear Crowther v. Board of Regents of the University System of Georgia, a case that could determine whether Title IX provides employees of federally funded educational institutions a private right of action for sex discrimination and retaliation claims.
Continue Reading Supreme Court Set to Resolve Circuit Split Over Title IX Applicability to Employment Discrimination Claims
As commercial space activity grows, courts are applying wage-and-hour, labor, and termination laws to private space employers without special exemptions.
Continue Reading Employment Law Beyond Earth: Emerging Trends in the Space Workforce
Recent California appellate decisions are reshaping how religious organizations may need to think about wage and hour exposure.
Virginia Governor Abigail Spanberger signed Senate Bill 170 into law on April 13, 2026, introducing significant new restrictions on noncompete agreements that apply to all Virginia employees – not just low-wage workers. Employers should review and update their agreements and workplace postings ahead of the July 1, 2026, effective date.
Continue Reading Virginia Governor Signs Senate Bill 170, Targeting Noncompete Agreements
The New Jersey Senate has introduced Bill S1631, which would expand the New Jersey Law Against Discrimination to prohibit discrimination based on height and weight in employment, housing, and public accommodations.
Changes to the UK’s IR35 regime, also known as the off-payroll working rules, will take effect in April 2026. The regulation continues to play an important role in how businesses engage contractors operating through personal service companies.
Since the enactment of the Fair Labor Standards Act (FLSA) in the late 1930s, the U.S. Department of Labor (DOL) has issued opinion letters as a means of providing guidance to workers, employers, and other stakeholders regarding the application of federal employment laws.
Continue Reading U.S. Department of Labor Issues Six Opinion Letters Addressing FLSA and FMLA
By March 30, 2026, California employers are required to notify existing employees of the opportunity to identify an emergency contact and to allow employees to designate whether the contact should receive notification if the employee is arrested or detained at the jobsite, during work hours, or offsite while performing their job duties, and the employer has “actual knowledge of the arrest or detention of the employee.”
Some employers that rely on staffing arrangements, franchise relationships, or independent contractors may see meaningful shifts in federal labor policy because of a pair of federal agency rulemaking announcements released in February 2026.
Continue Reading Labor Policy Pendulum Swings Again: New Federal Rules Reshape Joint-Employer and Independent Contractor Standards
The legal landscape surrounding religious accommodations and religious discrimination and harassment in the workplace has shifted in recent years.