The Equal Employment Opportunity Commission (EEOC) has taken a significant step toward dismantling one of the federal government’s longest standing employment reporting requirements.
On July 21, 2026, the EEOC voted 2-1 to issue a Notice of Proposed Rulemaking (NPRM) that would rescind regulations requiring employers and other covered entities to file annual workforce demographic reports
Effective immediately, New York employers are barred from utilizing certain “stay or pay” contracts with workers. Governor Kathy Hochul has signed into law the Trapped at Work Act, which restricts employers from requiring that workers pay them if they leave employment during a certain period of time, subject to limited exceptions. California enacted a similar law
On August 8, 2025, a Sixth Circuit panel in Bivens v. Zep, Inc. held that an employer can only be found liable under Title VII for harassment by a third party if the employer intended for the harassment to occur. This represents a significant departure from the approach taken by the Equal Employment Opportunity Commission
As we’ve blogged on previously, there’s a split in the New York intermediate-level appellate courts as to whether a private right of action exists for a violation of Labor Law § 191(1)(a), which—absent a waiver by the Commissioner of Labor—requires New York employers to pay “manual workers” no less frequently than weekly.
In