Pay transparency laws continue to expand across the United States, creating new compliance obligations for employers that post jobs, recruit candidates, set compensation ranges, or maintain pay records across multiple jurisdictions. As we have previously covered, jurisdictions across the
Latest from HR Defense
Is EEO-1 Done? What the EEOC’s Proposed Rule Means for Employers
For decades, EEOC regulations have required covered private employers and certain federal contractors to file annual EEO-1 workforce reports identifying employees by job category, race/ethnicity, and sex, and to maintain related records. In July, the EEOC proposed rescinding those reporting
When “No” Costs Millions: Mishandling Pregnancy Accommodation Requests
Earlier this year, a Hamilton County, Ohio, jury delivered a verdict that should command employers’ attention. The case began with what should have been a straightforward pregnancy accommodation request: an employee in a high-risk pregnancy asked to work from home
The Bigger Picture: Biden-Era Precedents on the Chopping Block
The National Labor Relations Board’s recent decision in Inland Waters Pollution Control, Inc., covered here in our latest blog on protections for aggressive bargaining proposals, was notable in its own right; however, it also marks the beginning of something larger
The Table Is Yours: NLRB Protects Bold Bargaining as New Majority Ramps Up
The National Labor Relations Board’s recent decision in Inland Waters is significant for employers not only for what it says about bargaining proposals, but also for what it signals about the direction of federal labor law under the Board’s emerging
DHS Final Rule Ending Duration of Status for F, J, and I Nonimmigrants May Complicate Workforce Planning
Employers that rely on international F-1 students working under OPT or STEM OPT, J-1 exchange visitors, or foreign media personnel should take note of a significant U.S. Department of Homeland Security (DHS) final rule published on July 17, 2026, which
Protected Concerted Activity and the NLRA: When Employees Speak Up, Employers Should Slow Down
Many employers believe that federal labor law, such as the National Labor Relations Act, only applies to unionized workforces. In reality, most private-sector non-unionized employees are protected by the NLRA too, which means employee conversations, complaints, petitions, or other shared
Employer-Sponsored Immigration Programs Amid Litigation: Key Developments and Planning Considerations
In June 2026, two federal court decisions created potential implications for employers sponsoring foreign national employees and individuals with pending immigration benefit applications. Although the cases involve different USCIS policies and arise from separate legal challenges, both have immediate operational
DOL Proposes Joint Employer Rule: Key Implications for Employers
The U.S. Department of Labor (DOL) has proposed a new joint employer rule that could significantly expand employer liability under the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), and the Migrant and Seasonal Agricultural Worker
AI-Enhanced Misappropriation: When Departing Employees Leave with More Than Just Client Lists
Consider the scenario: a higher-up employee uploads six months of internal strategy documents into a generative AI tool, generates a ten-page competitive playbook synthesizing the company’s pricing models, customer relationships, and go-to-market plans, and resigns the next morning. Nothing was