Australia: Key Issues

1. Changes to gender equality reporting requirements for large Australian employers.

Australia: Gender Equality Targets to be Selected by Large Organisations for Assessment Over Next Three Years

Commencing in April 2026, Australian employers with 500 or more employees will be required to select and work towards specific gender equality targets. These requirements are estimated to impact around 2000 employers in Australia, who will have to choose three targets from a set list that includes both numerical goals and action-based initiatives to be implemented and assessed over the next 3 years. » Read More

For more information on these articles or any other issues involving labour and employment matters in Australia, please contact Michael Harmer (Partner) of Harmers Workplace Lawyers at michael.harmer@Harmers.com.au or visit www.harmers.com.au.

Belgium: Key Issues

1. Reintegration and medical absence rules reformed — what changes in 2026?

Belgium: Reintegration and Medical Absence Rules Reformed — What Changes in 2026?

On 30 December 2025, the Act of 19 December 2025 to execute a reinforced return-to-work policy and the Royal Decree of 17 December 2025 that adapts the Codex on Wellbeing at Work were published in the official journal, launching a major change in the return-to-work rules starting 1 January 2026. » Read More

For more information on these articles or any other issues involving labour and employment matters in Belgium, please contact Chris Van Olmen (Partner) of Van Olmen & Wynant at chris.van.olmen@vow.be or visit www.vow.be.

Canada: Key Issues

1. Termination clauses under fire: Ontario Court extends Waksdale Principles to the Canada Labour Code.

Canada: Termination Clauses Under Fire: Ontario Court Extends Waksdale Principles to the Canada Labour Code

Ontario's Superior Court has extended Waksdale principles to federal employment, ruling that termination clauses in federally regulated workplaces must precisely mirror Canada Labour Code standards. In Ghazvini v. CIBC, clauses defining "cause" beyond statutory limits were deemed unenforceable, awarding employees common law reasonable notice. This article examines the implications for federally regulated employers in Ontario and the critical importance of ensuring employment agreements comply with evolving jurisprudence. » Read More

For more information on these articles or any other issues involving labour and employment matters in Canada, please contact Robert Bayne (Partner) of Filion Wakely Thorup Angeletti at rbayne@filion.on.ca or visit www.filion.on.ca.

Chile: Key Issues

1. Minimum legal wage increase and its consequences.

Chile: Minimum Legal Wage Increase and Its Consequences

In June 2025, Law No. 21,751 came into effect, providing the update of the minimum legal wage, starting January 1st to CLP $539.000 (approximately €500). » Read More

For more information on these articles or any other issues involving labour and employment matters in Chile, please contact Bárbara Zlatar (Partner) of Cariola Díez Pérez-Cotapos at bzlatar@cariola.cl or visit www.cariola.cl.

China: Key Issues

1. Supreme People’s Court issued the decision on amending the provisions on causes of action in civil cases.
2. Replacing employees with AI is an operational decision, not force majeure or material change in circumstances.

China: Supreme People’s Court Issued the Decision on Amending the Provisions on Causes of Action in Civil Cases

On 17 December 2025, the Supreme People’s Court issued the Decision on Amending the Provisions on the Causes of Action in Civil Cases, adding “Disputes over Employment of Over-Age Workers” under labour dispute causes of action. » Read More

China: Replacing Employees with AI is an Operational Decision, not Force Majeure or Material Change in Circumstances

Article 40 of PRC Employment Contract Law permits termination where objective circumstances materially change, rendering the contract unperformable and no amendment agreement is reached. Mr. Liu, a data collector, had his role replaced due to the company’s AI-driven business transformation. The dispute centred on whether this constituted a “material change in objective circumstances.” The arbitration commission and both trial courts uniformly concluded that adopting AI technology was an autonomous business decision, lacking the irresistibility and unforeseeability required under the law for material change in objective circumstances. Therefore, the company’s direct termination of Mr. Liu’s contract was deemed wrongful. » Read More

For more information on these articles or any other issues involving labour and employment matters in China, please contact Carol Zhu (Partner) of Zhong Lun Law Firm at carol.zhu@zhonglun.com or visit www.zhonglun.com.

Colombia: Key Issues

1. Decree 1435 of 2025 extends the Special Early Retirement Regime for high-risk activities.

Colombia: Decree 1435 of 2025 Extends the Special Early Retirement Regime for High-Risk Activities

On 26 December 2025, the National Government, through the Ministry of Labour, issued Decree 1435 of 2025, which extends the validity of the special pension regime for high-risk activities originally established under Decree-Law 2090 of 2003. This extension remains in force pending the issuance of a comprehensive law by Congress regulating early retirement pensions for high-risk activities. » Read More

For more information on these articles or any other issues involving labour and employment matters in Colombia, please contact Angelica Carrion (Partner) of López & Asociados at angelica.carrion@lopezasociados.net or visit www.lopezasociados.net

Czech Republic: Key Issues

1. Employer’s obligation to compensate damage according to the Czech Labour Code.

Czech Republic: Employer’s Obligation to Compensate Damage According to the Czech Labour Code

The Czech Labour Code widely reflects one of the basic principles of employment law relationships, which provides for special statutory protection of the employees. Alongside the provisions on grounds for termination or occupational health and safety protection, there is also a regulation of employers’ liability for damage. While employers are entitled to organise, manage, and supervise the work of their employees, this authority is accompanied by a corresponding obligation to provide appropriate compensation for damage arising in the course of work performance. » Read More

For more information on these articles or any other issues involving labour and employment matters in the Czech Republic, please contact Jan Koval (Partner) of Havel & Partners at jan.koval@havelpartners.cz or visit www.havelpartners.cz.

European Union: Key Issues

1. EU refuses postponement of Pay Transparency Directive implementation.

European Union: EU Refuses Postponement of Pay Transparency Directive Implementation

Over the past months, there were several lobbying attempts from employer organisations like BusinessEurope, but also pressure from certain member states, to request an easement of the Pay Transparency obligations of the EU Directive, or at least a possible postponement of the implementation deadline of 7 June 2026. » Read More

For more information on these articles or any other issues involving labour and employment matters in European Union, please contact Chris Van Olmen (Partner) of Van Olmen & Wynant at chris.van.olmen@vow.be or visit www.vow.be.

France: Key Issues

1. New bill on working on Labour Day (May 1st).
2. New bill on internal investigations.
3. New bill on sexual and sexist violence at work.
4. Summoning employees to a pre-dismissal meeting.

France: French Parliament to Revisit Bill Allowing May 1st Work in April 

May 1^st (Labour Day) in France is traditionally the only day employees cannot work with very limited exceptions. A bill aiming to allow more flexibility failed to be adopted on January 22^nd but could be presented again on April 10^th before the French Parliament. » Read More

France: Bill on Internal Investigations Registered with French Parliament on 9 December 2025

There are currently no statutory rules which regulate how companies carry out internal investigations except when such investigation is requested by a member of the Works Council. This bill seeks to set out employees’ rights and obligations, namely, when the company is being investigated by the French authorities. » Read More

France: Bill on Workplace Sexual and Sexist Violence Prevention Registered with French Parliament on 2 December 2025

On 2 December 2025, a new bill relating to sexual and sexist violence was registered with the French Parliament. It contains potential new obligations for employers, namely with regards training obligations. » Read More

France: Employee’s Refusal to Sign Pre‑Dismissal Meeting Invitation Does Not Invalidate Dismissal

Under French law, employees must be invited to a pre-dismissal meeting. This can be done via registered mail or by hand delivering an invitation against receipt. The fact that an employee refuses to acknowledge receipt of the hand-delivered invitation cannot give rise to damages. » Read More

For more information on these articles or any other issues involving labour and employment matters in France, please contact Stéphanie Dumas (Partner) of Flichy Grangé Avocats at dumas@flichy.com or visit www.flichygrange.com.

Germany: Key Issues

1. If an employee obtains a sick note online without consulting a doctor, this can be considered an attempt to deceive the employer and may constitute sufficient cause for termination without notice.
2. Submitting a collective redundancy notification and complying with its formal requirements remains very important in order for the declared terminations to be effective.

Germany: Online Sick Leave Without a Doctor's Consultation May Justify Termination Without Notice

A certificate of incapacity for work obtained online without consulting a doctor does not meet the requirements of the Incapacity for Work Guideline, which sets out the medical standards. In such a case, a warning is unnecessary due to the seriousness of the breach of duty, and termination without notice is justified. » Read More

Germany: No Relief for Employers: European Court of Justice Maintains Strict Stance on Collective Redundancies

The European Court of Justice has clarified that a collective redundancy notification is a mandatory requirement for terminations to be effective and that formal errors cannot be remedied by official confirmations or subsequent corrections. The legal situation remains uncertain and risky for employers. » Read More

For more information on these articles or any other issues involving labour and employment matters in Germany, please contact Dr. Tobias Pusch (Partner) of Pusch Wahlig Workplace Law at pusch@pwwl.de or visit www.pwwl.de.

Hungary: Key Issues

1. Where does opinion end and obligation begin? — what the Supreme Court’s teachers’ case sends as a message to employers

Hungary: Where Does Opinion End and Obligation Begin? — What the Supreme Court’s Teachers’ Case Sends as a Message to Employers

A recent decision of the Hungarian Supreme Court addresses a set of fundamental questions familiar to every employer: how far does an employee’s freedom of expression extend within an employment relationship? » Read More

For more information on these articles or any other issues involving labour and employment matters in Hungary, please contact Zsofia Olah (Counsel) of OPL at zsofia.olah@opl.hu or visit https://www.opl.hu/.

India: Key Issues

1. Conciliation under the POSH Act does not bar the employer from initiating independent disciplinary proceedings against an employee accused of sexual harassment.

India: Conciliation Under the POSH Act Does Not Bar the Employer from Initiating Independent Disciplinary Proceedings Against an Employee Accused of Sexual Harassment

The Gauhati High Court has clarified that a settlement arrived at through conciliation under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 does not bar an employer from initiating independent disciplinary proceedings against an employee accused of sexual harassment at the workplace, under applicable service rules, where material warranting such action exists. » Read More

For more information on these articles or any other issues involving labour and employment matters in India, please contact Avik Biswas (Partner) of Khaitan & Co at avik.biswas@khaitanco.com or visit www.khaitanco.com.  

Indonesia: Key Issues

1. Reduced insurance premiums for non-wage recipient workers or self-employed workers now implemented through new regulation.

Indonesia: Reduced Insurance Premiums for Non-Wage Recipient Workers or Self-Employed Workers now Implemented Through New Regulation

On 22 December 2025, the Indonesian Government issued Government Regulation No. 50 of 2025 on Adjustment of Work Accident Insurance Contributions and Death Insurance for Non-Wage Recipient Participants (“GR 50/2025”), which outlines a new policy for a reduction in the amount of contributions that would need to be paid by workers to be eligible for Work Accident Insurance and Death Insurance from the Government (the “Insurances”). Specifically, these benefits are given to workers that are not employed through an employment relationship and/or are self-employed (Article 3 paragraph 4 of GR 50/2025). Normally, such Insurances would either be paid by the employer on behalf of the employee, while individuals that are self-employed are allowed to participate on their own by paying the same premiums. » Read More

For more information on these articles or any other issues involving labour and employment matters in Indonesia, please contact Marshall Situmorang (Partner) of Nusantara Legal Partnership at marshall.situmorang@nusantaralegal.com or visit https://nusantaralegal.com/.  

Ireland: Key Issues

1. New obligations under the Employment (Contractual Retirement Ages) Act 2025.
2. Corporate entities entitled to pursue discrimination complaints under equality legislation: XTX Markets Technologies Limited v Aviva Investors Liquidity Funds PLC [2025] IEHC 651.

Ireland: New Obligations under the Employment (Contractual Retirement Ages) Act 2025

The Employment (Contractual Retirement Ages) Act 2025, which was signed into law just before Christmas, introduces significant new restrictions on the enforcement of contractual retirement ages below the State Pension age. Once commenced, the legislation will require employers to objectively justify any decision to retire an employee at an earlier contractual age and to follow a formal notification and response process. Employers will be obliged to provide reasoned written replies to employees seeking to work beyond the contractual retirement age, and failure to do so may constitute a criminal offence. » Read More

Ireland: Corporate Entities Entitled to Pursue Discrimination Complaints Under Equality Legislation: XTX Markets Technologies Limited v Aviva Investors Liquidity Funds PLC [2025] IEHC 651

In a significant judgement delivered on 26 November 2025, the High Court held that a corporate entity may, in principle, pursue a discrimination complaint under the Equal Status Act 2000, overturning a long standing line of authority that denied locus standi to companies. The Court found that XTX Markets Technologies Ltd, whose co-CEO and ultimate beneficial owner was a Russian born UK national, who had been residing in London since 2006, was entitled to advance a race based discrimination claim where it alleged that an Irish investment fund refused services due to sanctions related concerns linked to nationality. » Read More

For more information on these articles or any other issues involving labour and employment matters in Ireland, please contact Aoife Bradley (Partner) of Byrne Wallace Shields at abradley@byrnewallaceshields.com or visit www.byrnewallaceshields.com/.

Italy: Key Issues

1. Absence of mobbing does not exclude employer liability under article 2087 of the Italian Civil Code.

Italy: Absence of Mobbing Does Not Exclude Employer Liability Under Article 2087 of the Italian Civil Code

Even if the employee cannot prove a unified persecutory intent sufficient to constitute mobbing, the employer may still be liable under Article 2087 of the Italian Civil Code if it tolerates - even by negligence - a stressful and harmful work environment, given that Article 2087 protects the employee’s psychophysical integrity regardless of whether mobbing in its strict sense is established. » Read More

For more information on these articles or any other issues involving labour and employment matters in Italy, please contact Angelo Zambelli (Partner) of Zambelli & Partners at angelo.zambelli@zambellipartners.com or visit www.zambellipartners.com/en/. 

Mexico: Key Issues

1. Reduction of the workweek: Constitutional amendment.
2. Teleworking in cases of environmental emergencies.

Mexico: Reduction of the Workweek: Constitutional Amendment

On 3 December 2025, the Mexican President submitted a constitutional amendment initiative to gradually reduce the standard workweek from 48 to 40 hours through a phased implementation beginning in 2026. The proposal expressly prohibits any reduction in wages or benefits and introduces stricter overtime limits, daily working time caps, and the future obligation to implement electronic working time records. Although the reform is still subject to constitutional approval and subsequent amendments to the Federal Labour Law, employers should treat it as a high-impact labour reform and begin assessing its operational and workforce planning implications. » Read More

Mexico: Teleworking in Cases of Environmental Emergencies 

On 11 December 2025, the Chamber of Deputies' Commission on Labour, Employment, and Social Welfare ruled in favor of a bill to amend Section XIX Bis of Article 132 of the Federal Labour Law on teleworking so that in cases of environmental contingencies, employers must implement remote working for as long as the contingency persists. This reform is still subject to congressional approval. » Read More

For more information on these articles or any other issues involving labour and employment matters in Mexico, please contact Oscar De La Vega Gomez (Partner) of De La Vega & Martinez Rojas at odelavega@dlvmr.com.mx or visit www.dlvmr.com. 

The Netherlands: Key Issues

1. Soft landing enforcement moratorium for bogus self-employment partially extended in 2026.
2. Transition to a new pension system—Future Pensions Act.

The Netherlands: Soft Landing Enforcement Moratorium for Bogus Self-Employment Partially Extended in 2026

The enforcement moratorium on payroll taxes was abolished on 1 January 2025. This means that the Tax and Customs Administration is now allowed to enforce the classification of employment relationships in order to combat bogus self-employment. During the first year, there was a so-called “soft landing,” with the emphasis on education and recovery rather than sanctions. Initially, the intention was to resume full enforcement, including the imposition of fines, on 1 January 2026. However, on 18 December 2025, the government agreed to partially extend the so-called “soft landing” until 1 January 2027. » Read More

The Netherlands: Transition to a New Pension System—Future Pensions Act

The Future Pensions Act (Wet toekomst pensioenen) has been in force since 1 July 2023. Its aim is to make the Dutch pension system more transparent, more personalised, and better aligned with modern careers. A large number of pension funds switched to this new system on 1 January 2026, bringing approximately 9.5 million workers under the new system. All parties involved must comply with the new rules by 1 January 2028 at the latest. » Read More

For more information on these articles or any other issues involving labour and employment matters in the Netherlands, please contact Christiaan Oberman (Partner) of Palthe Oberman at oberman@paltheoberman.nl or visit www.paltheoberman.nl.

Philippines: Key Issues

1. From risk to resilience: managing pregnant employees in line with the Philippine Supreme Court's Paulino Ruling.

Philippines: From Risk to Resilience: Managing Pregnant Employees in Line with the Philippine Supreme Court's Paulino Ruling

Management's prerogative to transfer employees is a core principle of business operations. The Supreme Court's recent ruling in Paulino vs. Sutherland Global Services, Inc. G.R. No. 262564, 6 August 2025, reinforces this right, while also providing a clear roadmap for balancing it with the employer's duties toward pregnant employees. For proactive employers, the decision is not a limitation but a guide to creating robust, defensible, and fair processes. » Read More

For more information on these articles or any other issues involving labour and employment matters in the Philippines, please contact Rashel Ann C. Pomoy (Partner) of Villaraza & Angangco at rc.pomoy@thefirmva.com or visit https://www.thefirmva.com.

Poland: Key Issues

1. Act on new rules for sick leave published in the Journal of Laws.
2. Suspension of the labour inspectorate reform.
3. New regulations in the Labour Code and the Company Social Benefits Fund.
4. Phasing out of the Special Act for Ukrainian Refugees.
5. Changes to the documentation of initial OHS training as of 12 December 2025.

Poland: Act on New Rules for Sick Leave Published in the Journal of Laws

On 12 January 2026, the Journal of Laws published the Act amending the Act on the Social Insurance System and certain other acts, which introduces a number of changes, including those concerning sick leave as well as the control of its use. The provisions will enter into force in stages. » Read More

Poland: Suspension of the Labour Inspectorate Reform

On 6 January 2026, Prime Minister announced that work on the amendment to the Act on the National Labour Inspectorate would not be continued. The amendment was intended to allow labour inspectors to determine that the civil law relationship between the parties (contracts for specific work, contracts of mandate, B2B arrangements) constitutes an employment relationship. » Read More

Poland: New Regulations in the Labour Code and the Company Social Benefits Fund

On 12 January 2026, an act was published in the Journal of Laws introducing simplifications to the Labour Code and the Act on the Company Social Benefits Fund (ZFŚS). » Read More

Poland: Phasing Out of the Special Act for Ukrainian Refugees

The government plans to replace the provisions of the so-called special act on assistance to Ukrainian citizens with new, systemic solutions. The aim is to adapt the law to the current migration situation and to implement EU recommendations on the gradual phasing out of temporary protection. » Read More

Poland: Changes to the Documentation of Initial OHS Training as of 12 December 2025

As of 12 December 2025, a regulation of the Minister of Family, Labour and Social Policy of 24 November 2025 entered into force, simplifying the confirmation of completion of initial occupational health and safety (OHS) training. » Read More

For more information on these articles or any other issues involving labour and employment matters in Poland, please contact Prof. Arkadiusz Sobczyk (Partner) of Sobczyk & Partners Law Firm at arkadiusz.sobczyk@sobczyk.com.pl or visit www.sobczyk.com.pl.

Spain: Key Issues

1. Sex at work, CCTV cameras, and fair or unfair dismissal?
2. Can an employee’s mobile phone location be reviewed if the phone is company property?
3. Company Christmas dinner and sexual harassment.

Spain: Sex at Work, CCTV Cameras, and Fair or Unfair Dismissal?

No author has ventured to point to any specific reason, but the truth is that in Spain, it has recently become common to see court rulings on dismissals and/or disciplinary sanctions arising from some type of sexual act carried out by employees. » Read More

Spain: Can an Employee’s Mobile Phone Location be Reviewed if the Phone is Company Property?

It is well known among labour law practitioners that the Constitutional Court Judgement of 8 February 2021 declared Telepizza’s “Tracker” project to be unlawful. » Read More

Spain: Company Christmas Dinner and Sexual Harassment

In this entry, we aim to comment on a case that has caused significant controversy in the Spanish labour law sphere, specifically the Judgement of the High Court of Justice of Galicia dated 19 June 2025 (Appeal no. 860/2025). » Read More

For more information on these articles or any other issues involving labour and employment matters in Spain, please contact Iván Suárez (Partner) of Suárez de Vivero at isuarez@suarezdevivero.com or visit www.suarezdevivero.com.

Sweden: Key Issues

1. Proposed Swedish Act on platform work to implement EU Directive.

Sweden: Proposed Swedish Act on Platform Work to Implement EU Directive

A Swedish government inquiry proposes a new Act on Platform Work to implement Directive (EU) 2024/2831. The Act introduces a presumption of employment for persons performing platform work, detailed rules on algorithmic management and data protection, and information, communication and enforcement mechanisms. The structure of the Act mirrors the directive and is intended to be interpreted in conformity with it. » Read More

For more information on these articles or any other issues involving labour and employment matters in Sweden, please contact Robert Stromberg (Partner) of Cederquist at robert.stromberg@cederquist.se or visit www.cederquist.se.

Türkiye: Key Issues

1. The upper limit for severance payment increased.
2. The national minimum wage increased for the year 2026.

Türkiye: The Upper Limitm for Severance Payment Increased

The upper limit regarding severance payment calculations in Türkiye has been increased for the dates between 01.01.2026 – 01.07.2026. » Read More

Türkiye: The National Minimum Wage Increased for the Year 2026

The national minimum wage in Türkiye has been increased for the year 2026, and it will be effective starting 01.01.2026. » Read More

For more information on these articles or any other issues involving labour and employment matters in Türkiye, please contact Benan Arseven (Partner) of Moroğlu Arseven at barseven@morogluarseven.com or visit www.morogluarseven.com.

United Kingdom: Key Issues

1. Discrimination: sex and gender reassignment.
2. Discrimination: non-binary.
3. Collective redundancy consultation: what triggers obligations?
4. Family friendly rights: bereaved partners’ paternity leave.
5. Non-compete clauses in employment contracts.

United Kingdom: Discrimination: Sex and Gender Reassignment

Following the UK Supreme Court’s decision in For Women Scotland Ltd v The Scottish Ministers, which ruled that “sex” in the Equality Act must be interpreted as biological sex, recent Employment Tribunal cases have considered the issue of trans women’s access to female toilets and changing rooms. » Read More

United Kingdom: Discrimination: Non-binary

An Employment Tribunal has rejected a non‑binary employee’s harassment claims, finding that they did not meet the statutory definition of gender reassignment under the Equality Act. » Read More

United Kingdom: Collective Redundancy Consultation: What Triggers Obligations?

The UK’s Employment Appeal Tribunal has clarified that collective redundancy consultation obligations are triggered by a forward-looking proposal of redundancies. » Read More

United Kingdom: Family Friendly Rights: Bereaved Partner’s Paternity Leave

Bereaved fathers and partners where a child’s mother, or the person with whom a child is placed or expected to be placed for adoption, dies during childbirth or within 12 months of the child’s birth or placement, have new rights and further changes will apply from 6 April 2026. » Read More

United Kingdom: Non-Compete Clauses in Employment Contracts

The UK Government has launched a review of non-compete clauses, suggesting reform and seeking employer views. » Read More

For more information on these articles or any other issues involving labour and employment matters in the United Kingdom, please contact Robert Hill (Partner) of Clyde & Co at Robert.Hill@clydeco.com or visit www.clydeco.com.

USA: Key Issues

1. EEOC rescinds enforcement guidance on harassment in the workplace.
2. Trump’s AI EO: reducing regulatory fragmentation not employer responsibility.
3. State Department to suspend consular immigrant visa processing for 75 countries starting 1.21.26.

USA: EEOC Rescinds Enforcement Guidance on Harassment in the Workplace

On Jan. 22, 2026, the Equal Employment Opportunity Commission (EEOC) held an open Commission Meeting during which a majority of the commissioners voted to rescind the EEOC’s “Enforcement Guidance on Harassment in the Workplace” (Harassment Guidance). In a 2-1 vote, the Commission rescinded the Harassment Guidance in its entirety. Chair Andrea Lucas and Commissioner Brittany Panuccio voted to rescind the Guidance. Commissioner Kalpana Kotagal opposed the vote to rescind. » Read More

USA: Trump’s AI EO: Reducing Regulatory Fragmentation Not Employer Responsibility

The White House’s Dec. 11, 2025, “Ensuring a National Policy Framework for Artificial Intelligence” executive order (EO) establishes federal policy to coordinate a national approach to artificial intelligence and reduce regulatory fragmentation. » Read More

USA: State Department to Suspend Consular Immigrant Visa Processing for 75 Countries Starting 1.21.26

The Department of State is expected to pause consular immigrant visa processing for nationals of 75 countries starting Jan. 21, 2026, according to multiple public reports. This development represents a significant expansion of the Trump Administration’s efforts that include more intensive screening and review of overseas visa applicants. » Read More

For more information on these articles or any other issues involving labour and employment matters in the United States, please contact John Sander (Principal) of Jackson Lewis at john.sander@jacksonlewis.com or visit www.jacksonlewis.com.

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