Employment Law and Labour Law

California employers face a wave of new employment regulations taking effect in 2027, including groundbreaking restrictions on automated decision systems in hiring and firing, expanded bereavement leave rights, and comprehensive workplace surveillance limitations. Will your organization be ready to navigate these AI governance requirements, anti-discrimination protections, and employee privacy mandates before the compliance deadlines arrive?

State legislatures are moving beyond simple physician noncompete bans to create diverse regulatory frameworks addressing workforce mobility, market concentration, and patient access across the entire healthcare spectrum. From profession-based protections to conditional restrictions and staffing intermediary oversight, these emerging models reflect a fundamental shift in how states view healthcare labor markets as distinct from ordinary employment relationships.

By a 2-1 vote along party lines, the U.S. Equal Employment Opportunity Commission (EEOC) is moving ahead with its proposal to eliminate workforce demographic data requirements. EEO-1 applies to employers with 100 or more employees and some federal contractors, and EEO-2 through EEO-6 impose similar requirements on labor unions, public schools, and state and local government employers.