Employment Law and Labour Law

New York has enacted legislation granting private and public sector employees unprecedented access to their personnel records, including the right to review, dispute, and potentially correct negative information that could impact their employment status. The law, which takes effect in November 2026, establishes strict timelines for employer notification and record access while providing enforcement mechanisms through the State Attorney General.

When does California employment law protect workers who live and work outside the state? This analysis examines the evolving legal framework governing the extraterritorial reach of California's employment statutes, from wage-and-hour rules to anti-discrimination protections. The recent Saberin v. Alation decision provides critical guidance on how courts determine which out-of-state employment relationships fall within California's regulatory scope.

Private sector employees in New Jersey may be surprised to learn they have no legal entitlement to paid holidays like Christmas or Thanksgiving, while government workers enjoy statutory holiday benefits. Understanding the distinction between public and private employment rights, along with the rules governing holiday pay for exempt versus non-exempt workers, is essential for both employers and employees navigating workplace expectations.

A recent California lawsuit alleges that AI-based employee selection tools discriminated against workers on protected leave and those with disabilities during a reduction in force. The case highlights critical legal risks for employers deploying AI in high-stakes employment decisions, particularly around how AI systems handle productivity metrics for employees who are absent or working under accommodations.

When workforce reductions happen in multiple waves across related corporate entities, how does federal law treat them in the aggregate? The recent Ubisoft layoffs at Red Storm Entertainment in North Carolina illustrate critical compliance questions under the Worker Adjustment and Retraining Notification Act that every employer must understand before implementing workforce changes.

A federal district court ruling in Tennessee has determined that fully remote employees do not establish a "single site of employment" under the federal WARN Act, creating uncertainty for employers navigating workforce reductions in an increasingly remote-first business environment. With lower courts divided on this issue and no appellate guidance yet available, the legal landscape for WARN Act compliance in distributed workforces remains unsettled and fact-dependent.

The traditional reception model assumed someone was physically present at a front desk. That structure is less practical for solo, virtual, hybrid, and small practices, where one person often wears every hat. Smaller firms are separating reception work from physical office presence, driven by operational necessity rather than enthusiasm for remote work itself.

A mid-sized manufacturing company facing financial turmoil after a private equity acquisition found itself struggling with employee turnover, delayed accounting, and unreliable financial reporting. When traditional support failed to deliver the hands-on assistance needed, a specialized advisory team stepped in to restore financial clarity and guide the business from crisis to profitability.

Peyton Recer, a summer associate in Foley's Tampa office, shares her journey from earning degrees at the University of Florida to attending University of Miami School of Law. She discusses her approach to law school success, her summer associate experience, and offers valuable insights on networking and relationship building for aspiring legal professionals.

The Labor Department faces a regulatory dilemma as it moves to restrict ESG considerations in 401(k) plans while simultaneously seeking to expand access to private-market investments. This tension creates uncertainty for plan sponsors who must navigate conflicting policy objectives, particularly as many private investment strategies inherently incorporate both financial returns and social or environmental goals.

No retroactive refund required. FAQ Part 74 confirms that employers are not required to provide retroactive rewards or remove tobacco surcharges for the period before a participant completes...

Private sector employees in New Jersey may be surprised to learn they have no legal entitlement to paid holidays like Christmas or Thanksgiving, while government workers enjoy statutory holiday benefits. Understanding the distinction between public and private employment rights, along with the rules governing holiday pay for exempt versus non-exempt workers, is essential for both employers and employees navigating workplace expectations.