Since 27 September 2026, businesses selling to consumers in the European Union (“EU”) have been subject to new rules on environmental claims. The rules come from the EU’s Empowering Consumers for the Green Transition Directive (EU) 2024/825 (the “EmpCo
On October 13, 2026, the en banc Eleventh Circuit held in Bolton v. Inland Fresh Seafood Corporation of America that ERISA does not require plaintiffs to exhaust a plan’s internal claims procedures before suing in federal court for breach of
On October 13, 2026, a divided panel of the U.S. Court of Appeals for the Second Circuit revived a putative collective and class action alleging that discount supermarket chain Lidl failed to pay grocery workers for time spent waiting outside
Welcome to the FinReg Monthly Update, a regular bulletin highlighting the latest developments in UK, EU and US financial services regulation.
Key Developments in September 2026:
United Kingdom
General Financial Services – Cross Sector
25 September – FCA Handbook: The
On October 7, 2026, the Wage and Hour Division (WHD) of the U.S. Department of Labor (DOL) published a notice withdrawing its July 2025 proposal to strip nine parts of longstanding Fair Labor Standards Act (FLSA) interpretive guidance out of
Fall has arrived, and Sacramento once again has supplied California employers with something scarier than Halloween ghouls: another round of workplace legislation. This year’s harvest includes restrictions on artificial intelligence, expanded leave rights, and steeper penalties. There is even a
October 2026
Background
The convergence of insurance and private capital is no longer an emerging theme.
In the US, the ‘Apollo playbook’ has become a blueprint for large-scale insurance-sector investment, whilst the UK bulk purchase annuity (BPA) market is being
UPDATE: On October 6, 2026, as expected, Residential Assistants United Rising withdrew its petition to represent RAs at Stanford University, rather than risk Columbia being overturned or limited in scope.
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A university may be gearing up to
In one of its first major decisions under its new Republican majority, the National Labor Relations Board (“NLRB” or “Board”) has again rejected “setting-specific standards” for analyzing when offensive employee conduct loses the protection of the National Labor Relations Act
