Employment Law and Labour Law

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Employment law and labour law articles and thought leadership, podcasts, videos and webinars from expert sources across the legal world. Explore articles covering topics such as Discrimination, Employee Benefits and Compensation, Health and Safety, Unfair/Wrongful Dismissal, Whistleblowing, Employment Rights, Outsourcing and Redundancy.
Article
Some Harm Is Enough: Court Denies Motion To Dismiss EEOC Title VII Claim Over Employer-Sponsored Women-Only Event
A federal court in New Hampshire has ruled that excluding male employees from a women-only company event may constitute sex discrimination under Title VII, even when the employer's intent is to address workforce imbalances. The decision establishes that missed networking opportunities and denial of incidental benefits like paid time off can satisfy the legal threshold for harm, creating potential liability for employers who limit attendance at sponsored events by sex.
United States Employment
CM
Crowell & Moring LLP
Article
No Duty To Speculate: Third Circuit Reinforces ADA Notice Requirements
A federal appeals court has clarified that employers are not required to proactively seek out potential accommodation needs under the Americans with Disabilities Act. The Third Circuit's decision in Hileman v. West Penn Allegheny Health System addresses when an employer's duty to engage in the interactive process is triggered and whether neutral workplace policies can be enforced when disability may have contributed to a violation.
United States Employment
JL
Jackson Lewis P.C.
Article
Employee Misconduct: Burden-Shifting Returns With NLRB’s Latest Lion Elastomers
The National Labor Relations Board has reinstated the burden-shifting standard from General Motors LLC for evaluating whether employees lose NLRA protection when engaging in misconduct during protected activities. This decision reverses the 2023 Lion Elastomers II ruling and restores a framework that allows employers to discipline abusive conduct while navigating the tension between labor law protections and anti-discrimination obligations.
United States Employment
JL
Jackson Lewis P.C.
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Employee Rights/ Labour Relations

Article
Some Harm Is Enough: Court Denies Motion To Dismiss EEOC Title VII Claim Over Employer-Sponsored Women-Only Event
A federal court in New Hampshire has ruled that excluding male employees from a women-only company event may constitute sex discrimination under Title VII, even when the employer's intent is to address workforce imbalances. The decision establishes that missed networking opportunities and denial of incidental benefits like paid time off can satisfy the legal threshold for harm, creating potential liability for employers who limit attendance at sponsored events by sex.
United States Employment
CM
Crowell & Moring LLP
Article
No Duty To Speculate: Third Circuit Reinforces ADA Notice Requirements
A federal appeals court has clarified that employers are not required to proactively seek out potential accommodation needs under the Americans with Disabilities Act. The Third Circuit's decision in Hileman v. West Penn Allegheny Health System addresses when an employer's duty to engage in the interactive process is triggered and whether neutral workplace policies can be enforced when disability may have contributed to a violation.
United States Employment
JL
Jackson Lewis P.C.
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Retirement, Superannuation & Pensions

Article
Eleventh Circuit Finds No Administrative Exhaustion Required For Statutory ERISA Claims
In a significant en banc decision, Bolton v. Inland Fresh Seafood Corporation of America, Inc., No. 24-10084, the United States Court of Appeals for the Eleventh Circuit overruled its four-decade-old precedent in Mason v. Continental Group, Inc., 763 F.2d 1219 (11th Cir. 1985), and found that ERISA does not require plaintiffs to exhaust administrative remedies before bringing statutory claims—including claims for breach of fiduciary duty.
United States Litigation
SS
Seyfarth Shaw LLP
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Employee Benefits & Compensation

Article
Some Harm Is Enough: Court Denies Motion To Dismiss EEOC Title VII Claim Over Employer-Sponsored Women-Only Event
A federal court in New Hampshire has ruled that excluding male employees from a women-only company event may constitute sex discrimination under Title VII, even when the employer's intent is to address workforce imbalances. The decision establishes that missed networking opportunities and denial of incidental benefits like paid time off can satisfy the legal threshold for harm, creating potential liability for employers who limit attendance at sponsored events by sex.
United States Employment
CM
Crowell & Moring LLP
Article
California: Stay-or-Pay Agreements, Automated Decisions, Family Leave And Other Employment Law Changes For 2027 + Beyond
California's 2026 legislative session introduced sweeping workplace regulations targeting AI-powered decision systems, employee surveillance technologies, and stay-or-pay agreements. With most provisions taking effect in 2027 and automated decision requirements delayed until mid-2028, employers face critical compliance deadlines for updating policies on workforce monitoring, arbitration, leave administration, and harassment prevention training.
United States Employment
JL
Jackson Lewis P.C.
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Discrimination, Disability & Sexual Harassment

Article
Some Harm Is Enough: Court Denies Motion To Dismiss EEOC Title VII Claim Over Employer-Sponsored Women-Only Event
A federal court in New Hampshire has ruled that excluding male employees from a women-only company event may constitute sex discrimination under Title VII, even when the employer's intent is to address workforce imbalances. The decision establishes that missed networking opportunities and denial of incidental benefits like paid time off can satisfy the legal threshold for harm, creating potential liability for employers who limit attendance at sponsored events by sex.
United States Employment
CM
Crowell & Moring LLP
Article
No Duty To Speculate: Third Circuit Reinforces ADA Notice Requirements
A federal appeals court has clarified that employers are not required to proactively seek out potential accommodation needs under the Americans with Disabilities Act. The Third Circuit's decision in Hileman v. West Penn Allegheny Health System addresses when an employer's duty to engage in the interactive process is triggered and whether neutral workplace policies can be enforced when disability may have contributed to a violation.
United States Employment
JL
Jackson Lewis P.C.
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