United States: Employee Rights/ Labour Relations

Can an entity be liable to an employee even if it is not their employer?

Connecticut law does not require private employers to offer vacation or PTO, nor does it mandate payout of unused time upon separation.

Connecticut has enacted Senate Bill 5 (“SB 5”), a sweeping artificial intelligence statute that introduces new obligations for Connecticut employers using AI systems. Signed by the Governor on May 27, 2026, the law...

Duane Morris Takeaways: On June 3, 2026, in Equal Employment Opportunity Commission v. Psychological Dimensions, No. 1:26-MC-00072 (D. Colo. June 3, 2026), Senior Judge R. Brooke Jackson of the U.S.

The proposed Faster Labor Contracts Act would require parties to begin bargaining promptly and, if necessary, submit unresolved first contract negotiations to binding arbitration.

Oregon House Bill 4111, effective June 5, 2026, reflects Oregon’s continued shift toward protecting immigrant workers by limiting how a change in immigration status can be used in the workplace and how undocumented...

California Governor Gavin Newsom has issued Executive Order N-6-26 directing state agencies to analyze AI's workforce impact and prepare for economic disruption, with reports due by August 2026. The order mandates review of California's WARN Act, collective bargaining practices, and workforce training programs, while establishing a public data dashboard tracking AI's sectoral employment effects. Employers face heightened legal exposure as the state prepares to publish findings on AI's demographic disparities...

On May 28, 2026, the U.S. Department of Labor (DOL) issued Opinion Letter FLSA2026-7, confirming that an employee’s choice to leave the worksite during an otherwise bona fide meal period does not convert...

The Florida Supreme Court has resolved a decade-long split among appellate courts regarding the burden of proof for private whistleblower claims, establishing that employees must demonstrate an actual violation of law rather than merely a good faith belief in wrongdoing. This landmark decision clarifies the distinction between protections afforded to public versus private sector whistleblowers and provides uniform guidance for employers defending against retaliation claims.