Argentina: Key Issues

1. Argentina: Bank Accounts Authorised for Salary Payments in US Dollars

Argentina: Bank Accounts Authorised for Salary Payments in US Dollars

Through Communication “A” 8460, the Central Bank of the Argentine Republic (BCRA) authorised the opening of US dollar-denominated bank accounts for the payment of employees’ salaries. » Read More
 

For more information on these articles or any other issues involving labour and employment matters in Argentina, please contact Nicolás Grandi (Partner) of Allende & Brea at ngrandi@allende.com or visit www.allende.com.

Australia: Key Issues

1. Restrictions on NDA Use in Workplace Sexual Harassment Cases in Victoria Commenced on 1 July 2026
2. Workplace Law Update – Amendments effective from 1 July 2026

Restrictions on NDA Use in Workplace Sexual Harassment Cases in Victoria Commenced on 1 July 2026

On 2 December 2025, Victoria passed laws prohibiting employers from requesting non-disclosure agreements (NDAs) in the settlement of workplace sexual harassment cases and restricting the way NDAs can be used in such matters. These new laws came into effect on 1 July 2026. » Read More

Workplace Law Update – Amendments effective from 1 July 2026

From 1 July 2026, changes to employment law matters came into effect in relation to the high-income threshold, contractor high-income threshold, compensation cap for unfair dismissal claims and parental leave. » 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. Belgian Supreme Court clarifies: stock options granted by a parent company can qualify as remuneration

Belgian Supreme Court clarifies: stock options granted by a parent company can qualify as remuneration

In a ruling of 29 June 2026, the Belgian Court of Cassation further clarifies the boundaries of the concept of remuneration under Belgian law. The Court held that Restricted Stock Units (RSUs) granted by a US parent company to employees of Belgian subsidiaries can qualify as remuneration even where the employer itself plays no financial or legal role whatsoever in granting them. » 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.

Brazil: Key Issues

1. The Brazilian Federal Supreme Court suspends sanctions related to new psychosocial risk management requirements
2. The Brazilian Federal Supreme Court lifts suspension of cases involving independent contractors before Labour Courts

The Brazilian Federal Supreme Court suspends sanctions related to new psychosocial risk management requirements

The Brazilian Federal Supreme Court has suspended, for 90 days, the application of fines and other sanctions related to new psychosocial risk management requirements under Regulatory Standard No. 1. » Read More
 

The Brazilian Federal Supreme Court lifts suspension of cases involving independent contractors before Labour Courts

For more information on these articles or any other issues involving labour and employment matters in Brazil, please contact Gabriela Lima (Partner) of TozziniFreire at glima@tozzinifreire.com.br or visit www.tozzinifreire.com.br.

Canada: Key Issues

1. Bill C-36 Proposes Major Overhaul of Federal Privacy Law
2. Probationary Terminations: Recent Small Claims Decision Provides Important Reminders for Employers
3. When Mitigation Matters: Alberta Court of Appeal Provides Insights on the Duty to Mitigate
4. Summary of Regulations Under Enhancing Digital Security and Trust Act
5. Unvested, Not Unrecoverable: Ontario Superior Court Awards Damages for Unvested Equity Grants
6. The WSIB Discontinues Second Injury and Enhancement Fund (SIEF)
7. On the Road Again: Terminations for Cause for Repeat Violations of a Drug and Alcohol Policy
8. Efficiency Has Its Limits: Divisional Court Reinforces Procedural Fairness in Human Rights Proceedings
9. Ontario’s Highest Court Provides Clarity on the Enforceability of Termination Provisions
10. Employers Beware: Ontario Court of Appeal Finds Clause Limiting RSUs Upon Termination Violates ESA

Bill C-36 Proposes Major Overhaul of Federal Privacy Law

Bill C-36 is the federal government’s latest attempt to modernise Canada’s private-sector privacy framework, following earlier reform efforts under Bill C-11 and Bill C-27. Bill C-36 is currently before Parliament and may be amended before it becomes law. » Read More

Probationary Terminations: Recent Small Claims Decision Provides Important Reminders for Employers

A recent Ontario Small Claims Court decision serves as an important reminder that a probationary period does not necessarily provide an employer with the unfettered ability to terminate an employee without consequence – especially if they have not been provided with a reasonable opportunity to demonstrate their suitability. » Read More

When Mitigation Matters: Alberta Court of Appeal Provides Insights on the Duty to Mitigate

A recent decision from the Alberta Court of Appeal provides helpful guidance on the employee’s duty to mitigate in the context of a constructive dismissal and commentary on the consideration of whether an employee has, in fact, mitigated their damages. This article explores the Court’s reasoning and offers key takeaways for employers navigating similar issues in wrongful dismissal claims. » Read More

Summary of Regulations Under Enhancing Digital Security and Trust Act

As we previously wrote about here, the Enhancing Digital Security and Trust Act, 2024 introduced new regulatory frameworks for Ontario public sector employers with respect to topics like artificial intelligence systems, cyber security, school boards’ collection of digital information of youth under age 18, and more. On 1 July 2026, two new regulations came into effect. Learn about them below. » Read More

Unvested, Not Unrecoverable: Ontario Superior Court Awards Damages for Unvested Equity Grants

In Khatib v GoEasy Ltd, 2026 ONSC 3513, the Ontario Superior Court adopted a novel approach to wrongful dismissal damages by awarding compensation for equity-based incentives that would not have fully vested until after the reasonable notice period. This departs from the established judicial approach in Ontario, which has limited damages for wrongful dismissal to compensation that would have been earned and payable during the reasonable notice period. » Read More 

The WSIB Discontinues Second Injury and Enhancement Fund (SIEF)

On 16 July 2026, the Workplace Safety and Insurance Board (“WSIB”) announced that it has discontinued the Second Injury and Enhancement Fund (“SIEF”) relief retroactive to 16 June 2026. This decision will have a significant financial impact on Schedule 1 employers who previously relied on SIEF relief to manage the cost of claims involving pre-existing conditions. » Read More  

On the Road Again: Terminations for Cause for Repeat Violations of a Drug and Alcohol Policy

In a recent decision, an Ontario Court dismissed claims for wrongful dismissal and other damages brought by a long-haul truck driver whose employment was terminated because his employer found that he violated its drug and alcohol policy. » Read More  

Efficiency Has Its Limits: Divisional Court Reinforces Procedural Fairness in Human Rights Proceedings

The Ontario Divisional Court’s recent decision in Sharpe v. CTS Canadian College, 2026 ONSC 1138, serves as an important reminder that, although administrative tribunals are afforded considerable deference in managing their own proceedings, efforts to promote efficiency cannot come at the expense of procedural fairness. » Read More  

Ontario’s Highest Court Provides Clarity on the Enforceability of Termination Provisions

The Ontario Court of Appeal has provided welcome clarity on the enforceability of termination provisions in employment contracts after considering two cases that reached different conclusions last year. » Read More  

Employers Beware: Ontario Court of Appeal Finds Clause Limiting RSUs Upon Termination Violates ESA

In Wigdor v Facebook Canada Ltd., 2026 ONCA 572, the Ontario Court of Appeal (the “ONCA”) confirmed that employment agreement language may violate the Ontario Employment Standards Act, 2000 (the “ESA”) if it purports to forfeit the continued payment of equity-based compensation upon employment termination. 
» 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.

China: Key Issues

1. Shanghai Municipal Human Resources and Social Security Bureau: Revised the Measures of Shanghai Municipality on Salary Payments by Enterprise
2. China: Employee Entitled to Severance Despite Voluntary Social Insurance Waiver

Shanghai Municipal Human Resources and Social Security Bureau: Revised the Measures of Shanghai Municipality on Salary Payments by Enterprise

On 1 August 2026, the revised Measures of Shanghai Municipality on Salary Payments by Enterprise (the “Measures”) took effect. The revision mainly updates the issuing authority and extends the validity period of the Measures to 31 July 2031, without making substantive adjustments to the existing salary payment rules in Shanghai. Employers should continue to review their salary payment practices to ensure compliance with applicable requirements. » Read More

China: Employee Entitled to Severance Despite Voluntary Social Insurance Waiver

Under the Labour Law of the People’s Republic of China and the Labour Contract Law of the People’s Republic of China, employers and employees must participate in social insurance and pay social insurance contributions in accordance with the law. Any agreement between an employer and an employee, or any undertaking by an employee, that purports to relieve the employer of its obligation to make social insurance contributions is deemed invalid. In this case, Mr Zhu signed a statement agreeing that the employer would not make social insurance contributions for him and that the corresponding amount would instead be paid as an allowance. As the employer failed to make social insurance contributions in accordance with the law, Mr Zhu was entitled to terminate the employment contract and claim statutory severance on the grounds of constructive dismissal.
» 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. Colombia: Decree 992 of 2026 Introduces New Filing Requirements and Greater Oversight of Collective Pacts

Colombia: Decree 992 of 2026 Introduces New Filing Requirements and Greater Oversight of Collective Pacts

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. The Czech Republic Advances the Transposition of the EU Platform Work Directive

Czech Republic: The Czech Republic Advances the Transposition of the EU Platform Work Directive

The Czech Republic is advancing the transposition of the EU Platform Work Directive. In March, the Ministry of Labour and Social Affairs published an official draft bill of the so-called Platform Work Act. The proposed provisions are to take effect on 1 January 2027, with certain provisions taking effect as of 1 January 2028. This article provides an overview of the main changes introduced by the Platform Work Act. » 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. ILO Convention n°193: A New Global Standard for Decent Work in the Platform Economy

ILO Convention n°193: A New Global Standard for Decent Work in the Platform Economy

ILO Convention n°193 represents a milestone as it is the first time the international community has agreed on a dedicated binding framework for platform work. Its emphasis on transparency of automated decision-making, fair pay information, and non-discriminatory access to social protection addresses long-standing gaps in a sector that has grown outside traditional labour law. » 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. Health and safety: employees have until 31 December 2026 to update the health and safety training “passport”
2. Employee monitoring: the French Data Protection Agency issues a reminder on applicable rules
3. Working during sick: damages are not due if at the employee’s initiative
4. Harassment: an unauthorised recording is admissible in court

Health and safety: employees have until 31 December 2026 to update the health and safety training “passport”

A decree dated 12 June 2026, granted employers 3 extra months to upload information on health and safety training. » Read More

Employee monitoring: the French Data Protection Agency issues a reminder on applicable rules

In a press statement on 9 July 2026, the French Data Protection Agency (CNIL) explained the rules which apply when an employer wishes to monitor its employees’ activities. » Read More

Working during sick: damages are not due if at the employee’s initiative

The French Supreme Court ruled on 1 July 2026 that an employee cannot claim damages for working during their sick leave if it was at their initiative. » Read More

Harassment: an unauthorised recording is admissible in court

The French Supreme Court confirmed on 10 June 2026 that a voice recording made without the other person’s knowledge could be admissible as evidence of the harassed employee’s good faith. » 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. Missed Targets, Costly Consequences: German Federal Labour Court Clarifies Employer Liability
2. Separate Parental Leave Periods Trigger Separate Dismissal Protection
3. Germany: New Reform Agenda – Greater Flexibility for Employers and a Push for Competitiveness

Missed Targets, Costly Consequences: German Federal Labour Court Clarifies Employer Liability

The Federal Labour Court has ruled that employers must pay compensation if they fail to set the targets that determine variable remuneration in good time at the start of the target period. In the absence of any special circumstances, it can generally be assumed that the targets would have been fully achieved when calculating the compensation. » Read More

Separate Parental Leave Periods Trigger Separate Dismissal Protection

Employers must observe the special protection against dismissal under Section 18 of the Federal Act on Maternity Allowance and Parental Leave (Bundeselterngeld- und Elternzeitgesetz – “BEEG”) before each individual period of parental leave. This applies even if employees have already announced multiple periods of parental leave in a single application. » Read More 

Germany: New Reform Agenda – Greater Flexibility for Employers and a Push for Competitiveness

The German government has unveiled an ambitious reform package aimed at strengthening economic growth, improving labour market flexibility, and enhancing Germany’s competitiveness as a business location. While many details remain to be clarified and not every proposal is equally convincing, the overall direction is noteworthy. Several of the measures touch on areas of German labour law that have traditionally been considered politically sensitive and difficult to reform. » 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.

India: Key Issues

1. Non-Discrimination and Reasonable Accommodation at the Private Workplace – Understanding Employer Obligations towards Persons with Disabilities

Non-Discrimination and Reasonable Accommodation at the Private Workplace – Understanding Employer Obligations towards Persons with Disabilities

In India, the Rights of Persons with Disabilities Act, 2016 (“RPWD Act”) establishes a comprehensive framework to protect and promote the inclusion of persons with disabilities (“PWDs”) at the workplace among other aspects of life. Although the RPWD Act prescribes certain employment-related obligations specifically for government establishments, it also incorporates broader principles of equality and non-discrimination that have wider application. As a result, the interplay between these provisions has often raised differing views on the extent of obligations imposed on private employers. » 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. Indonesia: Reinforcement of Ministry of Manpower Supervision

Indonesia: Reinforcement of Ministry of Manpower Supervision

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. Labour Court and WRC Confirm Restricted Stock Units May Be Excluded from Remuneration in Unfair Dismissal Claims
2. Irish Government Publishes General Scheme of Pregnancy Loss Leave Bill 2026

Labour Court and WRC Confirm Restricted Stock Units May Be Excluded from Remuneration in Unfair Dismissal Claims

Irish Government Publishes General Scheme of Pregnancy Loss Leave Bill 2026

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. Allegation of forgery in the event of a notice of dismissal signed unwittingly: it is up to the employee to take action to invalidate the company document produced in court

Allegation of forgery in the event of a notice of dismissal signed unwittingly: it is up to the employee to take action to invalidate the company document produced in court

An employee claimed that he was dismissed verbally. The company affirmed that it notified the dismissal in writing, providing a copy of the dismissal letter signed by the employee “for receipt”. The latter denied any link between his signature and his actual knowledge of the employer’s notice of termination, asserting that he signed various documents without being aware that the dismissal letter was amongst them. Since the employee, as the signatory of the document, denied its content (either because it was signed in blank or because its content was unknown to the signatory or not agreed by the individual), according to the Supreme Court the employee should have brought a complaint of forgery. In the absence of such a complaint from the employee, the company could use the document in court.      » 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. Proposal to Introduce Statutory Bereavement Leave for the Death of Immediate Family Members
2. Paternity Leave
3. From 40 Hours to Forced Labour: Mexico’s Next USMCA Compliance Challenge

Proposal to Introduce Statutory Bereavement Leave for the Death of Immediate Family Members

According to the bill, employees shall be entitled to paid statutory bereavement leave upon the death of certain family members, consisting of seven calendar days in the event of the death of a spouse, common-law partner, child or parent, and three calendar days in the event of the death of a sibling, grandparent or grandchild. » Read More

Paternity Leave

In the Parliamentary Gazette of the Chamber of Deputies, dated 17 July 2026, a legislative bill was published, submitted by Deputy Laura Iraís Ballesteros Morales, of the Movimiento Ciudadano party, proposing amendments to the Federal Labour Law with a view to extending and aligning paternity leave with maternity leave. » Read More 

From 40 Hours to Forced Labour: Mexico’s Next USMCA Compliance Challenge

Mexico’s reduction of working hours is taking place at a time of increasing international trade and labour pressure. As a result, working-time compliance has become one of the most relevant labour issues for employers, particularly for companies doing business with the United States or benefitting from the USMCA. » 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. 

Philippines: Key Issues

1. Hybrid Work Is Not Reduced Workdays: In Bacani, the Supreme Court Fixes the Price of Non-Compliance at PHP 100,000 per Employee

Hybrid Work Is Not Reduced Workdays: In Bacani, the Supreme Court Fixes the Price of Non-Compliance at PHP 100,000 per Employee

Fuel costs are climbing, a state of national energy emergency is in force, and employers are once again looking to the workweek as a way to save money. The Supreme Court’s En Banc decision in Bacani is a timely reminder that a flexible work arrangement which cuts employee pay enjoys no presumption of validity, and that failing to file a single notice with the Department of Labor and Employment (DOLE) now carries a fixed price of PHP 100,000 per employee. » 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.

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Poland: Key Issues

1. “Women on Boards” enters into force
2. Maximum Workplace Temperatures
3. Planned Increase in the Minimum Wage in 2027

“Women on Boards” enters into force

Poland is introducing legislation implementing the EU “Women on Boards” Directive, aimed at improving gender balance in the governing bodies of large listed companies. The new regulations are intended to promote equal opportunities for women and men in top management positions and ensure transparent and non-discriminatory recruitment processes. The Act will enter into force 14 days after its publication in the Journal of Laws.» Read More

Maximum Workplace Temperatures

A regulation setting maximum temperature limits in the workplace and defining the related obligations of employers has been published. The new provisions will enter into force on 11 January 2027. » Read More

Planned Increase in the Minimum Wage in 2027

According to the assumptions of the draft Regulation of the Council of Ministers, the minimum wage is set to increase. » 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.

Sweden: Key Issues

1. The Labour Court confirms that employment may be terminated without applying the Employment Protection Act where the employee lacks a required work permit

The Labour Court confirms that employment may be terminated without applying the Employment Protection Act where the employee lacks a required work permit

In a recent judgment, the Swedish Labour Court held that an employer was entitled to terminate an employment relationship without applying the Swedish Employment Protection Act (LAS) because the employee lacked the work permit required to work in Sweden. As the employment was contrary to law and exposed both the employer and the employee to sanctions, the employer should have ended it immediately upon learning of the lack of a permit. The employee was therefore not entitled to damages under the Employment Protection Act. » 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.

Switzerland: Key Issues

1. The Corporate Group Trap: Parent Company Cannot Terminate a Subsidiary’s Employment Contract
2. Access Requests in Internal Investigations: Swiss Federal Supreme Court Clarifies the Limits of Employee Data Access

The Corporate Group Trap: Parent Company Cannot Terminate a Subsidiary’s Employment Contract

In ruling 4A_625/2025 of 1 May 2026, the Swiss Federal Supreme Court ruled that a separation agreement concluded between a senior executive and the parent company of an international group was void in its entirety because the parent company was not the executive’s contractual employer. » Read More 

Access Requests in Internal Investigations: Swiss Federal Supreme Court Clarifies the Limits of Employee Data Access

In decision 4A_504/2025 of 16 June 2026, the Swiss Federal Supreme Court clarified to what extent an employee may obtain access to an internal investigation report containing personal data. The judgment is particularly relevant for employers conducting workplace assessments and compliance reviews. It highlights that an employee’s statutory right of access is substantial, but does not amount to an unrestricted right to inspect an entire investigation report where disclosure would affect overriding interests of other employees. » Read More

For more information on these articles or any other issues involving labour and employment matters in Switzerland, please contact André Lerch (Partner) of lelex Attorneys at Law at lerch@lelex.law or visit www.lelex.law.

Türkiye: Key Issues

1. Turkey: The Upper Limit for Severance Payment has been Increased

Turkey: The Upper Limit for Severance Payment has been Increased

The upper limit regarding severance payment calculations in Turkey has been increased for the dates between 1 July 2026–31 December 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. Vicarious liability: Pub operator not vicariously liable for assault by security contractor’s employees
2. Unfair dismissal: Contributory Conduct
3. Holiday pay enforcement: Fair Work Agency
4. Immigration: Right to work checks expanded
5. Trade union access rights: What employers need to know
6. Government consultation: Pay Transparency and Pay Equality

Vicarious liability: Pub operator not vicariously liable for assault by security contractor’s employees

The Court of Appeal has confirmed that a business will not usually be vicariously liable for torts (delicts in Scotland) committed by employees of a genuinely independent contractor. » Read More

Unfair dismissal: Contributory Conduct

The Employment Appeal Tribunal has provided useful guidance for employers on contributory conduct and reinstatement in unfair dismissal cases. » Read More

Holiday pay enforcement: Fair Work Agency

The government is consulting on plans to give the Fair Work Agency (FWA) powers to enforce compliance with statutory holiday pay requirements. » Read More

Immigration: Right to work checks expanded

The obligation to carry out right to work checks will expand beyond employees to a much wider range of working arrangements from 1 October 2026. » Read More

Trade union access rights: What employers need to know

From 30 October 2026, Unions will be able to seek access to workplaces with over 21 employees. » Read More 

Government consultation: Pay Transparency and Pay Equality

The government is consulting on wide-ranging pay transparency and equal pay reforms, including a possible requirement for employers to disclose pay information during recruitment. » 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. H-1B Workers Could Lose 60-Day Grace Period Under DHS Proposal
2. Goodbye EEO-1 Reports? EEOC Proposes Rolling Back Certain Workforce Data Requirements, but Employer Obligations Remain
3. Title VI Shift: DOL Rescinds Disparate Impact Rules for Funding Recipients
4. New DOL Opinion Letters Offer Employer Guidance on Compensable Travel Time

H-1B Workers Could Lose 60-Day Grace Period Under DHS Proposal

On 6 August 2026, DHS submitted a proposed rule, “Eliminating the Discretionary 60-day Grace Period”, to the Office of Management and Budget (OMB) that seeks to eliminate the 60-day grace period available to H-1B workers and certain other employment-based visa holders following a job loss. The full regulatory text has not yet been released publicly. If the rule is finalised, eliminating the 60-day grace period could have far-reaching consequences for skilled foreign workers, employers, and the broader US talent market. » Read More

Goodbye EEO-1 Reports? EEOC Proposes Rolling Back Certain Workforce Data Requirements, but Employer Obligations Remain

For years, the Equal Employment Opportunity Commission (EEOC) has required covered employers to annually report race and sex demographic data about their employees on EEO-1 reports. On 23 July 2026, the EEOC published a Notice of Proposed Rulemaking (NPRM) proposing a rule to eliminate the long-standing federal EEO workforce reporting requirements. If finalised, the rule would end EEOC’s EEO filings and data recordkeeping obligations. Comments on the proposal are due by 24 August 2026. » Read More

Title VI Shift: DOL Rescinds Disparate Impact Rules for Funding Recipients

The Department of Labor (DOL) has issued a final rule rescinding portions of its Title VI regulations that addressed disparate impact liability for recipients of federal financial assistance. The rule took effect 2 July 2026. » Read More

New DOL Opinion Letters Offer Employer Guidance on Compensable Travel Time

A recent pair of Department of Labor (DOL) opinion letters issued by the Wage and Hour Division (WHD) discuss when employee travel between home and work counts as compensable “hours worked” under the Fair Labor Standards Act (FLSA). The letters address similar factual scenarios, but they reach different conclusions as to whether the time is compensable. It is important for employers to understand the reasoning behind these results. » 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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