Employment Law and Labour Law

California's new Senate Bill 951 amends the Cal-WARN Act to require employers to disclose when mass layoffs or relocations are substantially caused by artificial intelligence or automated technology. What specific information must employers now include in their notices, and how will these technology-driven workforce reductions be tracked and reported by state agencies?

California has enacted sweeping new legislation regulating artificial intelligence in employment decisions, from prohibiting fully automated terminations to restricting AI-powered workplace surveillance. These laws establish unprecedented requirements for human oversight, employee notification, and transparency when employers deploy automated decision systems. What do these regulations mean for companies using AI tools to manage their workforce, and how should employers prepare for compliance?

California has enacted three new laws governing employer use of artificial intelligence and automated tools in layoffs, workplace monitoring, discipline, and termination. These laws are separate from the California Consumer Privacy Act’s automated decisionmaking technology (ADMT) rules and apply more broadly to employers and public entities that are not covered by the CCPA. CCPA covered employers may need to integrate compliance with ADMT and Risk Assessment requirements (for sensitive personal information processing activities and automated decisionmaking technology).

Many space and defense jobs require a federal security clearance. If the government denies, delays, or revokes a clearance, an employee may be unable to continue in that role; the employer may reassign or terminate the employee. If the cleared individual is an officer of the company, revocation could jeopardize the company’s eligibility to perform cleared work. A subsequent employment claim may allege discrimination or retaliation in the clearance process or in the employer’s response.

Lowenstein attorneys and business services professionals share powerful stories of pro bono work that transformed lives and communities. From representing transgender women in federal prisons to helping clients navigate immigration, civil rights, and domestic violence cases, these legal advocates reveal the profound personal and professional impact of providing access to justice for those who need it most.

The EEOC filed only 97 merit lawsuits in fiscal year 2026, marking another year of historically low litigation activity despite regaining its quorum and new leadership under Chair Andrea Lucas. While overall filing numbers remained subdued, the composition reveals a strategic shift toward religious discrimination claims, pregnancy-related litigation, and majority-group discrimination cases that align with the Trump Administration's enforcement priorities.

The U.S. Department of Justice's Fraud Division has issued new corporate enforcement guidance establishing a dedicated team to oversee fraud cases and identifying four priority investigation areas. Companies face heightened scrutiny as DOJ deploys advanced data analytics and enhanced whistleblower incentives to detect corporate misconduct more rapidly. Understanding the ten charging factors and compliance expectations outlined in this directive is essential for organizations to assess their exposure and str

On Sept. 16, 2026, the Commodity Futures Trading Commission published a final rule revising its whistleblower regulations. The final rule will create a presumption that a whistleblower claimant will receive the statutory maximum of 30% when a report results in collected monetary sanctions of up to approximately $16.66 million (Whistleblower Final Rule).

Governor Gavin Newsom has signed Assembly Bill (AB) 2495, expanding California’s protections against retaliation and other workplace conduct involving a person’s perceived immigration status. The new law amends Labor Code section 1019 and will take effect January 1, 2027.

Deere & Co. faces a legal challenge from former employees who claim the company's severance program falls under ERISA regulations, while the agricultural equipment manufacturer argues that its one-time lump-sum payment structure exempts it from federal oversight. The case hinges on whether a simple calculation-based severance payment constitutes an employee benefit plan requiring ongoing administration, with potential implications for how companies structure their separation agreements.

Drawing an unexpected parallel between Taylor Swift's sourdough baking journey and workplace performance management, this article explores how the methodical process of creating the perfect loaf mirrors the essential steps employers should follow when implementing employee performance improvement plans. From proper preparation and regular check-ins to allowing adequate time for growth, discover why rushing either process leads to disappointing results.

The National Labor Relations Board has reinstated the General Motors standard for evaluating employee misconduct during protected activity, marking the third decision in the Lion Elastomers case series. This development simplifies how employers must assess discipline decisions by applying the traditional Wright Line framework rather than multiple setting-specific tests. The ruling emphasizes the importance of consistent workplace policies and uniform enforcement of conduct rules across all situations.