Employment Law and Labour Law

Between July 2011 and June 2014, California-based Perfectus Aluminum Inc., Perfectus Aluminum Acquisitions LLC, and four affiliated warehousing companies imported more than 2.2 million aluminum extrusions from China.

Pennsylvania lawmakers are considering House Bill 1697 and Senate Bill 38, which would establish a state-level False Claims Act to combat fraud in government contracting and public spending.

In this partner spotlight, Christine Dunn, Co-Managing Partner of the Washington, D.C. Office and Sexual Violence, Title IX, and Victims’ Rights Practice Group Co-Chair at Sanford Heisler Sharp McKnight...

Mayer Brown's Global Employment & Benefits group presents its Q2 2026 Insights edition, examining critical developments across multiple jurisdictions including the EU Pay Transparency Directive implementation challenges, neurodiversity workplace obligations, France's eased business transfer notification requirements, Brazil's elimination of the 6x1 work schedule...

The One Big Beautiful Bill Act introduced Trump Accounts, a novel tax-advantaged savings vehicle for children under 18, with employer contribution provisions beginning in 2026. The Department of Labor's Technical Release 2026-02 addresses critical questions about whether these accounts and employer contribution programs fall under ERISA's regulatory framework. Employers must navigate specific conditions and distinctions between accounts benefiting employees versus their dependents to avoid unintended ERISA

Section 334 of SECURE 2.0 introduces qualified long-term care distributions from defined contribution plans without the 10% early withdrawal penalty. IRS Notice 2026-33 clarifies the requirements, reporting obligations, and implementation steps for plan sponsors and insurance issuers. Understanding these new rules is essential for employers considering this distribution option and participants seeking to use retirement funds for long-term care insurance premiums.

Virginia employers face a wave of new employment law requirements starting July 1, 2026, that will fundamentally change hiring and compensation practices. These changes include mandatory pay transparency in job postings and prohibitions on asking candidates about their salary history. Understanding these upcoming requirements is essential for employers to ensure compliance and avoid potential legal pitfalls.

Join General Counsel Da-Wai Hu of Chewy as he reflects on his career journey from Big Law to Amazon to leading a fast-paced startup's legal team. Discover his leadership philosophy on fostering open dialogue across hierarchies and his commitment to coaching and mentoring colleagues throughout their professional growth.

The New Jersey Appellate Division recently addressed critical procedural and substantive issues in wage and hour representative actions, determining whether such claims can proceed outside traditional class certification rules and clarifying the applicable statute of limitations for various wage law violations.

Virginia employers face a wave of new employment law requirements starting July 1, 2026, that will fundamentally change hiring and compensation practices. These changes include mandatory pay transparency in job postings and prohibitions on asking candidates about their salary history. Understanding these upcoming requirements is essential for employers to ensure compliance and avoid potential legal pitfalls.

Colorado has enacted legislation that classifies certain employer practices regarding government-issued identification as hate crimes, creating new compliance obligations for businesses operating in the state. Employers must now navigate strict time limits on retaining identification documents and implement mandatory notice procedures when verifying employment eligibility. Non-compliance carries criminal penalties and exposes employers to private lawsuits from affected individuals.

The Federal Trade Commission has launched an enforcement action against Rollins, Inc., one of the nation's largest pest-control companies, ordering it to stop enforcing noncompete agreements against more than 18,000 workers. This case-by-case enforcement approach marks a significant shift in the FTC's strategy following the vacatur of its broad Noncompete Rule, raising critical questions about how employers should structure and implement restrictive covenants. The action, accompanied by warning letters to 1