Worldwide: Contract of Employment

Washington's House Bill 1155 will void virtually all noncompetition agreements effective June 30, 2027, including existing contracts. The law's expansive definition extends beyond traditional noncompetes to encompass equity plans, bonus structures, and repayment provisions, requiring employers to conduct comprehensive audits and provide mandatory notice to affected workers by October 1, 2027.

California has passed Assembly Bill (AB) 2054, which expands the definition of “covered active duty” under Section 3302.1 of the Unemployment Insurance Code for purposes of eligibility for Paid Family Leave (PFL) benefits from the state.

The U.S. Department of Labor's Wage and Hour Division has withdrawn its controversial proposal to remove nine parts of longstanding Fair Labor Standards Act interpretive guidance from the Code of Federal Regulations. What does this reversal mean for employers who have relied on these decades-old interpretations, and how does the Supreme Court's Loper Bright decision reshape the legal weight of agency guidance going forward?

Currently, New York employees do not have a statutory right to inspect their personnel files. That will change on Nov. 8, 2026, when Senate Bill S3460 takes effect. The new law, signed by the governor on Sept. 9, 2026, permits current and former employees to access their personnel files and creates additional rights relating to those records.

Seasonal hospitality employers often struggle with retaining exceptional H-2B workers beyond their visa period. Attorney Keith Pabian examines alternative visa and green card pathways that may allow businesses...

As the 2026 election approaches, employers face a complex patchwork of voting leave requirements across 28 states and the District of Columbia. With obligations varying significantly in terms of leave duration, pay requirements, scheduling control, and notice provisions, how can multi-state employers ensure compliance while managing remote workforces and meeting critical posting deadlines?

Connecticut employers face significant changes to employment laws taking effect October 1, 2026, including expanded pay transparency requirements, new electronic monitoring notices, and AI-related disclosure obligations. The state legislature has amended multiple employment statutes affecting hiring practices, workplace monitoring, lactation accommodations, and employee protections. These changes require proactive policy reviews to ensure compliance and avoid civil penalties.

The National Labor Relations Board's General Counsel has identified seven key areas of labor law precedent targeted for reversal, signaling a major shift in how employers can manage workplace policies, union communications, and collective bargaining agreements. These proposed changes would restore employer-friendly standards on issues ranging from severance agreements to mandatory meetings about unionization.

A growing number of states have enacted laws protecting employees who volunteer as firefighters, EMTs, or other emergency responders, creating a complex patchwork of leave requirements that employers must navigate. These protections vary significantly by state, with some requiring unpaid job-protected leave and others mandating paid leave in specific circumstances. Employers need to audit their policies to ensure compliance with state-specific requirements and avoid inadvertent retaliation claims.