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Illinois has entered a pivotal year for workplace regulation. Employers face a series of new requirements, with significant and wide-ranging changes—from paid lactation breaks and NICU leave to expanded whistleblower protections, stricter contract rules, and new obligations around AI use in hiring and employment decisions. These new laws will reshape policies on employment agreements, leave entitlements, workplace safety, immigration compliance, and more.

Our 2026 Illinois Checklist serves as a comprehensive guide to the most impactful changes facing Illinois employers. Organized by topic and with actionable items, the checklist equips your organization to stay compliant and competitive in the year ahead.

Click here to download your copy.

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On December 4, the New York City Council voted to override Mayor Eric Adams’ vetoes of two bills requiring annual pay reporting and pay analyses. These bills—requiring private employers to report pay data by race and gender and mandating a city-led pay equity study—are emblematic of a nationwide trend toward greater scrutiny of compensation practices.

As we dive into the new year, here’s what employers need to know about the new NYC reporting requirements, recent changes to pay data reporting requirements in California, Illinois and Massachusetts, and the upcoming EU Pay Transparency Directive.

While pay reporting laws focus on accountability and seek to enable regulatory oversight and systemic analysis of pay equity across organizations, pay transparency regulations emphasize visibility, aiming to enable applicants and employees to make informed decisions and reduce information asymmetry. A round-up of recent pay transparency developments is included.

New NYC Pay Data Reporting Requirements

New law (Int 0982-A) requires employers with 200 or more employees inclusive of full-time, part-time and temporary employees) in the city to file annual reports detailing employee race or ethnicity and gender information across certain job categories and different pay ranges. Although the pay-reporting requirements take effect immediately, employers are not required to submit information until the city creates a process for doing so, which we may not see until as late as 2028.

  • Reporting Details: The new reporting requirements are similar to requirements imposed by the Equal Employment Opportunity Commission (and similar to reporting requirements in California and Illinois). In 2017 and 2018, the EEOC previously called for employers to submit employees’ W-2 income information broken down by gender, race/ethnicity and job category (i.e., component 2 EEO-1 data), though the rules were rescinded during the first Trump administration. The new law requires the city agency overseeing this new initiative to include this component 2 EEO-1 data in the reporting requirements, but may also request additional data, such as information about employee gender identity or other demographics. Employers will not need to provide an employee’s personal information as part of the reports, but they will have the option to submit written remarks to provide explanations or context for the data in their submission. Additionally, employers may furnish data anonymously, but will required to submit a signed statement confirming that they provided accurate pay data.
Continue Reading From New York City to the European Union: Pay Equity Developments Multinational Employers Need to Know in 2026
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The Trump Administration recently announced wide-ranging immigration policy changes that directly impact most employer-sponsored visa holders. While each update may seem minor or only pertinent to specific cases, they amount to notable changes when viewed collectively. The latest developments highlight the critical importance of staying informed of immigration changes and reviewing internal practices to ensure immigration compliance. Below is a summary of changes most likely to impact companies and their visa-holding employees. 

1. H-1B visa stamping now requires social media vetting, causing significant delays and appointment cancellations in India

  • All H-1B and H-4 visa applicants are subject to mandatory social media vetting, requiring that applicants set their social media profiles to public. This is an expansion of the social media vetting announced earlier in the year for student visa applicants.
  • This change in policy does not impact USCIS filings and only applies to applicants for visa stamps at US Embassies or Consulates outside of the United States.
  • There have been widespread reports of H-1B visa appointments being cancelled and rescheduled due to the change in policy, particularly in India.

Key Takeaway   

Employers and employees should be prepared for H-1B and H-4 visa stamping to take longer due to this new process. Employers should know their visa population including H-1B (and H-4) employees who will travel for visa stamping given the possibility of cancellation and/or delay. Employers should have clear policy guidelines regarding remote work and consider contingency plans due to an employee’s extended absence abroad.  

Continue Reading US Immigration Update: What Employers Should Know About Immigration Changes in Q4
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This article was originally published by IAPP linked here.

When monitoring employees in the workplace in the U.S. and Canada, employers must be cognizant of their obligations under employment and data privacy laws. 

In the US, employers can mostly negate privacy expectations from developing in the workplace by providing clear notice of monitoring practices and which notice is required in certain states, such as New York. But under the California Consumer Privacy Act, data minimization requirements apply and monitoring practices must be justifiable as necessary and proportionate.

In Canada, employers are required to balance operational needs such as safety, security and productivity, with the privacy rights of their employees. Monitoring should be reasonable, proportionate and tied to a legitimate business purpose. Organizations must comply with applicable federal or provincial privacy legislation, which can include safeguarding any employee personal information collected, obtaining employee consent in certain circumstances, and providing notice to employees of monitoring practices. 

For federally regulated private-sector employers — such as banks, airlines and telecommunications companies — employee monitoring is generally governed by the Personal Information Protection and Electronic Documents Act. Provinces that have enacted privacy laws deemed “substantially similar” to PIPEDA are exempt from its collection, use and disclosure provisions under section 26(2)(b). Presently, only Alberta, British Columbia and Québec have privacy legislation that is substantially similar to PIPEDA.

US: A patchwork of requirements apply to employers

At the federal level in the U.S., employee monitoring is primarily governed by the Electronic Communications Privacy Act and the Stored Communications Act, which permit monitoring for legitimate business purposes but impose strict limits on unauthorized interception and access to private communications. Further, employers must conduct all workplace monitoring and surveillance in compliance with federal, state and local anti-discrimination laws. And, all employers, even those with a nonunionized workforce, must comply with the National Labor Relations Act when conducting workplace monitoring and surveillance. 

Continue Reading Employee Monitoring in the US and Canada: What Employers Need to Know
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On December 11, 2025, President Trump signed an Executive Order on “Ensuring A National Policy Framework For Artificial Intelligence” (the “Order”). The Order represents the Administration’s latest and most pointed attempt to stop and reverse the wave of state AI legislation that has emerged over the preceding year, which the Order asserts “creates a patchwork of 50 different regulatory regimes.” The Order raises the political stakes regarding state AI laws and creates uncertainty in the form of anticipated litigation, but does not instantly remove current or impending state AI law obligations for companies developing or deploying AI.

Continue Reading Pre-emption by Executive Order: Trump Order Moves to Block State AI Laws
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We are pleased to share with you The Global Employer – Global Immigration & Mobility Quarterly Update, a collection of key updates from Brazil, Italy, Philippines, Singapore, South Africa, the United Kingdom and the United States.

Click here to view.

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The One, Big, Beautiful Bill Act, enacted July 4, 2025, creates new tax deductions for tax years 2025 through 2028 for recipients of qualified tips and qualified overtime compensation. The OBBBA amendments to the Code generally impose information reporting requirements, such as on Form W-2 or Form 1099, on the payors of qualified tips and overtime in order for the recipients of such compensation to be eligible to take the deductions. However, for tax year 2025, OBBBA includes transition relief that permits employers and payors to approximate and report qualified tips and qualified overtime by any reasonable method specified by the Secretary.

The IRS and Treasury have now provided guidance in the form of two notices – Notice 2025-62 providing penalty relief for employers and payors who do not report qualified tips or qualified overtime on information returns for 2025, and Notice 2025-69 providing guidance for taxpayers who receive overtime and tips on how to calculate the deductions for 2025 in the absence of information reporting from employers and payors.  

Continue Reading IRS Issues 2025 Transition Relief and Hints at Future Tips and Overtime Information Reporting Obligations
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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.

Proactive planning and precision execution are the fuel for success. Our 2025–2026 California Checklist is your roadmap to the most significant changes ahead for California employers, organized by topic and accompanied by practical tips to help your organization stay in the driver’s seat and ahead of the competition.

Click here to download your copy.

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Hiring a founder after an acquisition can unlock innovation—but it’s rarely seamless. In this episode of The Employer Rapport, we share practical strategies for navigating this high-stakes transition.

Watch this video to learn tips for proactive planning that can prevent costly disputes and ensure a successful partnership, including how to:

  • Clearly define roles and responsibilities to smooth the shift from founder to employee
  • Design compensation and equity packages that balance retention goals with
    risk management
  • Secure intellectual property, image rights, and business interests through robust agreements
  • Customize restrictive covenants to protect your investment without overreaching
  • Develop exit strategies that prioritize company reputation and minimize disruption

Click here to view the video.

*Captions are automatically generated. We apologize for any typos or errors.

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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 employers.

What’s on the agenda?

  • California Legislative Lightning Round: Start your engines — this rapid-fire session will cover new laws impacting pay equity, family leave, wage theft, breach notifications, recall rights, training, and more. Plus, practical tips to tune up employee handbooks, policies, and HR practices for 2026.
  • Key Immigration & Mobility Developments: Navigating the twists and turns of federal immigration changes and enforcement trends, and what they mean for California employers.
  • Litigation & Arbitration Trends: From enforcement trends, wage & hour developments, and arbitration reform, to what’s next for PAGA — we’ll help you stay in control as the terrain shifts.
  • AI in the Workplace: AI adoption is accelerating — learn how new regulations and risk mitigation strategies are impacting HR and legal teams
  • Data Privacy Developments: CCPA amendments are coming fast. We’ll break down what’s changing and how to stay compliant in 2026.
  • Managing Risk in the Evolving DEI Landscape: Stay in the driver’s seat with legal updates and practical tools to manage risk and maintain compliance.

Why attend?

  • Get concise, actionable updates — no fluff, just what matters for California employers.
  • Hear directly from our leading California employment, immigration, and data privacy lawyers.
  • Bring your curiosity and leave with a checklist for 2026 (and CLE/CPD credit!). 

Event Details

Date: Wednesday, December 3, 2025
Time: 12 pm PT | 75-Minute Webinar

Click here to register.

If you are unable to attend during the live programming, please “register” for a copy of the webinar recording and materials.