As California continues to set the pace for employment law regulation, 2026 looks to be another high-speed race filled with sharp turns and new obstacles. From restrictions on repayment agreements and expanded Cal WARN notice requirements to stricter pay equity rules, and much more, California employers are entering a compliance race where every second counts.
Register Now: 2026 California Employer Update Webinar | Navigating Change with Precision
Fast Track to 2026: A 75-Minute Must-Attend Webinar for In-House Counsel
The legal landscape impacting California employers is evolving at breakneck speed. As we race toward 2026, employers need to stay agile, informed, and ready to shift gears. This high-impact session will cover the most pressing workplace trends, risks, and regulatory changes ahead for California
Navigating Europe’s Evolving Employment Law Landscape: A Mid-Year Update for Global Employers
We recently recorded a lively discussion with several of our Baker McKenzie colleagues to discuss the major developments impacting multinational employers operating in Europe. For your convenience, click here for a link to the recording.
To preview some of the key changes our team highlighted, read on!
The socio-political climate across Europe is contributing to
Strategic Moves Amid Uncertainty: Global Employment Law Update, Trends & Tips Fastpass Webinar Series 2025
Tune into our annual Global Employment Law webinar series as we bring the world to you.
Our Global Employment Law Fastpass webinar series is here again! Every June, we offer four regionally-focused webinars to help you stay up-to-speed on the latest employment law developments around the world. From tariffs and economic uncertainty to the use
5 Key Considerations for Multinational Employers Mulling Return to Office
With nearly two-thirds of U.S. companies mandating formal return-to-work policies, employers may face challenges in enforcing RTO practices. Multinational employers should be aware of five key considerations and practical solutions to avoid potential roadblocks.
Click here to continue reading this article.
Original article published in Law360.
Fourth Circuit Allows Trump Administration to Enforce DEI EOs (For Now)
On March 14, 2025, the Court of Appeals for the Fourth Circuit lifted the preliminary injunction blocking key provisions of President Trump’s executive orders related to diversity, equity, and inclusion (our summary of the DEI EOs is here). This decision temporarily reinstates the enforcement of Executive Orders 14151 and 14173, pending further appellate review.
Background
As discussed here, on February 21, a Maryland district court issued a nationwide preliminary injunction, citing concerns that the EOs were likely to violate the First and Fifth Amendments by chilling free speech and due process. The preliminary injunction had blocked the federal government from forcing contractors and grantees to certify that they aren’t promoting “illegal DEI.”
The government defendants immediately filed a notice of appeal with the Fourth Circuit, while also seeking a stay of the district court’s preliminary injunction. On March 3, the district court denied their request for a stay with Judge Abelson concluding that the potential harm of the orders outweighed the administration’s policy priorities.
The Fourth Circuit’s Panel Decision
The three-judge appellate panel unanimously stayed the injunction on March 14, with all three judges writing separate concurrences. There is an undercurrent in each opinion that the injunction came too early (for it’s unclear still what types of programs the government will try to eliminate) to determine if the government’s actions will implicate the First and Fifth Amendment concerns raised by plaintiffs. Also, the court takes the government defendant’s representations that the EOs are distinctly limited in scope and apply only to conduct that violates existing federal anti-discrimination law as true.Continue Reading Fourth Circuit Allows Trump Administration to Enforce DEI EOs (For Now)
*UPDATED* Maryland Court Denies Trump Administration’s Request to Stay Preliminary Injunction Blocking DEI Executive Orders – What US Employers Need to Know Today
** UPDATE ** On March 3, 2025, the federal judge in the Maryland lawsuit denied the Trump administration’s request to stay the preliminary injunction discussed below.
The judge ruled that the administration failed to demonstrate a likelihood of success on the merits and that the injunction was necessary to prevent potential violations of free speech
Less is More: SCOTUS Shifts Title VII Threshold to “Some” Harm (Though Plaintiffs Must Still Show Discriminatory Intent)
Last week, a unanimous US Supreme Court held that an employee need only show “some harm” from a change in the terms and conditions of employment, rather than a “significant” employment disadvantage, to assert a claim for discrimination under Title VII. The decision resolves a circuit split over the showing required for discrimination claims based on changes less drastic than demotions, terminations, or pay reductions, and underscores the continued importance of taking a thoughtful approach to any change in the terms and conditions of an employee’s employment.Continue Reading Less is More: SCOTUS Shifts Title VII Threshold to “Some” Harm (Though Plaintiffs Must Still Show Discriminatory Intent)
Ho Ho Ho: CLE & California Employment Law Updates @ Our Dec 13 Webinar
Does your holiday wish list include CLE credit and a quick tutorial on what to expect in California labor and employment law next year?
Excellent!
Join us for our virtual California 2023-2024 Employment Law Update on Wednesday, December 13 @ 1PM PT.
2023 has been a year of dramatic change for California employers, but have
Checking In On Employee Handbooks for US And Multinational Employers (Video)
Employee handbooks are at the top of employers’ key priorities.
Why? The NLRB’s recent decision in Stericycle adopted a retroactive “employee friendly” standard for workplace rules, including those often included in handbooks. In addition, the new year often rings in new laws requiring changes to workplace policies often included in handbooks. And, the US Supreme