Welcome to Part Two of our year in review. Employment law continues to evolve at a remarkable pace, often struggling to catch up with social changes. As we hinted in Part One, in Ontario this evolution is frequently packaged with the government’s Working for Workers Acts, which has now reached its seventh version. In
Taking Note(s): Legal Considerations When Using AI as an Office Scribe
Artificial intelligence (“AI”) has become an ever-increasing presence in the workplace. AI can help employees focus on more meaningful work by eliminating certain rote tasks including note taking or transcribing meetings. But, as with any workplace tool, some notes of caution are necessary.Continue Reading ›
When “irreparable harm” isn’t: 8th Circuit slams brakes on a noncompete injunction
Employers love preliminary injunctions in restrictive covenant cases. And courts are supposed to grant them only in extraordinary circumstances.
The 8th Circuit just reminded everyone what “extraordinary” actually means.
In Choreo, LLC v. Lors, a private-equity-owned financial advisory firm watched its office implode. Four senior advisors resigned and joined a competitor; weeks later eight
Filing an EEOC charge doesn’t automatically buy an employee job immunity
Some believe that once an employee complains to the EEOC, discipline must stop. Supervisors must tread lightly. Performance problems must be ignored.
The 4th Circuit just reminded everyone that’s not how Title VII works.
In Andrews v. DeJoy, the court affirmed summary judgment for the Postal Service on a retaliation claim brought by a
Germany: What to expect in 2026
In 2026, new legislation will be introduced into German employment law bringing significant changes for Human Resources Managers to be aware of.
New legislation coming into force
Social insurance calculation factors
The factors for calculating the levels in the social insurance system were updated on 1 January 2026. The updated rates and limits can be
What Employers Should Know About President Trump’s AI Executive Order
On December 11, 2025, President Trump signed an Executive Order titled Ensuring a National Policy Framework for Artificial Intelligence (the “EO”). This EO targets state laws addressing artificial intelligence and creates potential compliance issues employers must carefully navigate.
WIRTW #785: the ‘sometimes a coffee cup is just a coffee cup’ edition
Arsenal–Tottenham is one of the nastiest rivalries in sports. If you don’t follow English football, think Eagles–Cowboys, Yankees–Red Sox, or Ohio State–Michigan, and then crank it up a notch or ten. London neighbors. More than a century of history and hatred.
Which is why it was a really, really big deal earlier this week when
Next Moves: Our 2026 Checklist to Help Illinois Employers Stay Ahead
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
Happy New Year! Now Get to Work — Areas Where Employers Should Think About Compliance for 2026
Employers should be thinking about whether to address the following areas of workplace compliance in 2026. These items on the employer to-do list are not all for the month of January, but don’t forget to come back to them throughout the year.
4 solid steps to win your disability discrimination/reasonable accommodation case
The 6th Circuit just delivered an opinion that reinforces two lessons employers should already know: accommodations require clarity and documentation, and timecard falsification is a litigation killer.
Energy Harbor Nuclear Corp. reassigned a maintenance supervisor with nearly 30 years of service to 12-hour night shifts. He complained that the schedule was worsening his Type 2