Employment Law and Labour Law

On 24 September 2026, the US Department of Labor’s (Department) Occupational Safety and Health Administration (OSHA) issued a new fact sheet, “Opioid Overdose Rescue with Reversal Medications” (Fact Sheet),1 addressing how employers and workers can prepare for and respond to opioid overdoses in the workplace. Although the Fact Sheet is informational and does not impose new compliance requirements, it provides employers with a timely framework for evaluating workplace overdose preparedness.

The Agency for Toxic Substances and Disease Registry has released draft toxicological profiles for cadmium and hexachlorocyclopentadiene, two priority hazardous substances under the Superfund program. These comprehensive evaluations establish new minimal risk levels based on updated scientific evidence and propose health-based reference values that will inform regulatory risk assessments worldwide.

Nonprofit organizations face complex legal obligations when immigration enforcement activity occurs in or near their workplaces. This guidance addresses the intersection of workplace safety duties, employee rights, nondiscrimination requirements, and fiduciary responsibilities that nonprofit leaders must navigate. Prepared by leading legal organizations, it provides practical frameworks for protecting staff, clients, and organizational mission during immigration enforcement encounters.

A Medicare Advantage whistleblower received $3,825,000 after Independence Blue Cross paid $22.5 million to resolve allegations of submitting incorrect diagnosis codes to inflate reimbursements. This case demonstrates how the False Claims Act protects taxpayers from healthcare fraud through risk adjustment manipulation and upcoding schemes.

The Department of Justice has launched a groundbreaking three-year pilot program offering fixed payments of $10,000 to $30,000 for whistleblower tips that lead to criminal charges in health care and federal benefit fraud cases. Unlike traditional programs that pay after final resolution, this initiative rewards tipsters at the charging stage, potentially accelerating fraud detection and prosecution. Organizations in covered sectors face new compliance challenges as the program creates earlier pathways for i

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

The Conference of State Bank Supervisors (CSBS) on September 16, 2026 released an Artificial Intelligence Supervisory Framework designed to help state financial examiners identify and understand how the bank and non-bank institutions they regulate are using artificial intelligence, assess the associated risks, and determine when a more in-depth review may be appropriate.

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.

Recent federal appellate court decisions have reshaped key aspects of employment law, from NLRB dress code enforcement and union organizing protections to religious accommodation standards and whistleblower award eligibility. These rulings establish new frameworks for balancing employer interests against employee rights under the NLRA, Title VII, and securities regulations.

Workplace sexual harassment extends beyond office walls to company parties, business trips, conferences, and after-hours events. Understanding when off-site conduct remains connected to employment can determine whether employees have legal protections and whether employers bear responsibility for inappropriate behavior that occurs away from company property.

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.