If you’ve been following this blog, you know I’ve been writing about the intersection of generative AI and employment litigation for a while now. I’ve talked about updating litigation hold policies to account for GenAI data, and I’ve urged employers to start requesting plaintiffs’ AI conversation histories in discovery.
Well, a ruling this past
Employers and Human Resources (HR) departments have seen major changes in employment law throughout 2025. These rapid changes underscore the need for employers and HR professionals to stay ahead and adapt to them as swiftly as they develop.
Executive Orders
President Donald Trump issued more than 200 executive orders (EOs) in 2025, which is more
You applied for a job. You never got an interview. You never talked to a human. You were just…rejected.
Welcome to hiring in 2026. By some estimates, over 80% of employers now use automated systems to screen applicants before a human ever looks at a resume. These tools promise efficiency and objectivity. What they often
AI meeting agents are everywhere. They join Zoom calls, transcribe conversations, summarize action items, and promise to save employees hours of note-taking. From a business perspective, the upside is obvious: better documentation, fewer “I don’t remember saying that” disputes, and cleaner follow-up.
I have sat across the table from hundreds of business owners who all say some version of the same thing: “I did not think this would become a problem.” That sentence usually comes right before a costly fix that could have been avoided with a little planning.
From the perspective of a business lawyer, most
The Society of Human Resources Management is not the only employer facing litigation for denying a service animal. On January 13, 2026, the Flaming Gorge Resort saw its motion to dismiss with respect to its denial of a service animal for an employee go down in flames (pun intended). The case is O’Connor v. Colett’s
Figuring out that you hired the wrong person is always jarring. But what if the “wrong person” was never who they said they were at all? When an employer discovers that a current employee has misrepresented their identity—whether by applying using a stolen name and Social Security number, misrepresenting their identity using artificial intelligence (AI),
I keep getting asked how employers can legally maintain DEI programs in today’s political climate. A federal judge just answered that question in a lawsuit the Missouri Attorney General brought against Starbucks—and in dismissing it, handed corporate America a roadmap.
Across the country, state legislatures are moving quickly to regulate artificial intelligence in the workplace. California’s proposed SB 947 – the Automated Decision Systems in the Workplace – introduced in the California Legislature on February 2, 2026, is one prominent example, but it is part of a broader trend: laws that seek to govern how
When I was a kid, Mr. Rogers’ Neighborhood wasn’t background noise. You sat on the floor. You watched. You waited for him to come through the door, change his shoes, and pull on that cardigan. Nothing flashy happened. No one was mocked. No one was humiliated. No one “won.”
And yet, by the end, you