Employment Law and Labour Law

What happens when a jockey's racing career ends due to injury or retirement? This episode explores the financial uncertainty, identity challenges...

As the first half of 2026 has passed, plan sponsors should be aware of ongoing significant litigation concerning the Employee Retirement Income Security Act (ERISA).

Collective investment trusts offer retirement plan investors significant cost savings and expanded investment choice through institutional oversight, yet recent criticism has questioned their transparency...

A New Jersey employer faces a lawsuit after an AI transcription tool allegedly captured supervisors discussing their preference for a "strapping young man" to replace a terminated female employee. The case raises critical questions about the admissibility of AI-generated evidence in court and highlights the risks employers face when using virtual meeting platforms with automated transcription features.

When does an employee complaint trigger federal anti-retaliation protection, and when is it simply workplace friction? The Eighth Circuit's recent decision in Joseph v. Thomas-Grace Construction clarifies that Title VII protects opposition to unlawful discrimination, not general dissatisfaction with management style, supervision methods, or workplace dynamics. This case offers critical guidance on distinguishing protected activity from ordinary workplace grievances and demonstrates how timing, documentation

After approximately one day of deliberations, a federal jury in Oregon found Nike liable for more than $15 million in damages for violating federal and state anti-discrimination laws, finding Nike paid former employee, Heather Hender, less than similarly situated male colleagues and promoted her more slowly because of her gender.

New York State's 2026 legislative session concluded with several employment bills awaiting Governor Kathy Hochul's signature. These proposed laws could significantly reshape employment practices across the state, affecting severance agreements, job postings, personnel records, artificial intelligence usage, and dispute resolution waivers. The changes would impact both employers and employees operating in New York's jurisdiction.

New Jersey has activated its employer separation reporting portal, requiring businesses to report every employee departure within seven days through the state's Division of Unemployment Insurance system. The mandate applies to all separations—layoffs, terminations, resignations, and retirements—regardless of whether the former employee files for unemployment benefits. Employers must now navigate new compliance obligations including portal registration, timely data submission, and internal proces

Twenty-seven states and the District of Columbia impose restrictions on private employers' use of polygraph tests, but these limitations vary significantly in scope and application. From Massachusetts's broad definition of "lie detectors" that may encompass AI interview analysis to Virginia's narrow prohibition on questions about sexual activities, employers face a complex patchwork of regulations.

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.

Family offices are grappling with mounting operational complexity, talent shortages, and succession challenges that strain traditional in-house models. As wealth structures expand across investments, entities, and philanthropic activities, many families are reconsidering whether every function should remain internal or if outsourced support could provide stronger continuity, specialized expertise, and improved coordination.

The modern workforce has transformed dramatically, with individuals building client bases and working across state lines through digital platforms. Yet the employment laws governing these arrangements often date back to the 1930s, creating complex legal challenges when contemporary business models collide with outdated regulatory frameworks. This discussion examines the critical questions surrounding independent contractors, joint employment, gig work, and workforce design in today's evolving labor landscap