With nearly two-thirds of U.S. companies mandating formal return-to-work policies, employers may face challenges in enforcing RTO practices. Multinational employers should be aware of five key considerations and practical solutions to avoid potential roadblocks.
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Singapore, Australia and the US are taking distinct approaches to immigration policies, each with significant implications for employers. Singapore is balancing the attraction of highly skilled foreign talent with the need to prioritize local workers, potentially through stricter regulatory measures.
A Court may grant a Mareva order (sometimes referred to as a freezing order) when there is a risk that a defendant could move its assets out of the court’s reach, potentially leaving the plaintiff unable to collect damages. In
The two largest global economies-the US and China-stand in stark contrast with their current immigration policies. The US is moving towards restrictive measures, potentially hindering employers’ efforts to recruit and relocate foreign talent. China has taken a more open approach,
Special thanks to our articling student Keyonna Trojcak for contributing to this update.
Baker v. Van Dolder’s Home Team Inc., 2025 ONSC 952, following a novel finding in the recent case of Dufault v. The Corporation of the Township
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In 2025, the world continues to grapple with an unprecedented array of challenges. In this complex landscape, employee activists across industries increasingly make unreasonable demands which the impacted company cannot meet, while taking
Recent media coverage highlights incidents relating to enhanced vetting and potential travel bans of foreign nationals by State and Homeland Security officials at US Consulates and US ports of entry. Several countries have issued travel advisories for the United States.
We are pleased to share with you The Global Employer – Global Immigration & Mobility Quarterly Update, a collection of key updates from Canada, Italy, Philippines, the United Kingdom, and the United States.
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As discussed in our blog here, President Trump’s series of executive orders aimed at eradicating “illegal” diversity, equity and inclusion policies and programs across the federal government and in the private sector did not define the term “illegal discrimination.”
On March 14, 2025, the Court of Appeals for the Fourth Circuit lifted the preliminary injunction blocking key provisions of President Trump’s executive orders related to diversity, equity, and inclusion (our summary of the DEI EOs is here). This