What a contract playbook contains, how to structure one by agreement type, and how AI enforces playbook positions during review.
Government unveils plans to address gender pay gap and menopause issues to support women at work.
Starting in April 2026, employers with 250 or more staff will have the option to prepare and share a voluntary action plan alongside their gender pay gap statistics, as set out in the Employment Rights Act 2025 (ERA 2025). From spring 2027, these action plans are expected to become mandatory, depending on further legislation. On
There are no “quick favors” in wage-and-hour law
“Can you just help with this for a minute?”
That’s how off-the-clock cases start.
Not with an intent to steal wages, but with an innocent call for help.
In Arnold v. Marriott, a hotel employee alleges that during busy holiday seasons he and others were directed to help with conference and event setups while
California Employment News: Navigating AI Compliance: Employer Best Practices Pt.1
AI is showing up in hiring, recruiting, performance management, and employee monitoring. While these tools promise efficiency, they can also create significant legal risk if they result in discriminatory outcomes. In this episode of California Employment News, Weintraub Tobin attorneys Jackie Simonovich and Lukas Clary discuss how employer use of AI can implicate Title
Cutting Ties Without Cutting Corners: Best Practices for Administering Mass Employee Layoffs
In January 2026, employer layoff plans hit their highest January total since the tail end of the 2008 global financial crisis, according to the outplacement firm Challenger, Gray and Christmas. United States employers announced 108,435 layoffs for January 2026, up 118% from January 2025. Whatever unpredictable factors—including continued economic uncertainties, the rise of
The EEOC can’t repeal Bostock, but it’s sure trying
The EEOC just voted 2–1 to hold that federal agencies may restrict bathrooms and other “intimate spaces” based on biological sex — and may exclude transgender employees from facilities consistent with their gender identity.
“Biology is not bigotry,” says EEOC Chair Andrea Lucas.
Except according to the Supreme Court, it very much is.
Litigation is a strategy, not a reflex
When an employee walks out the door holding your company’s stuff hostage, you have two problems: (1) your property, and (2) the story you’re creating for the inevitable lawsuit.
Rezene v. Haribo is a case study in how fast this can go sideways. The employee allegedly kept a company Mercedes, phone, laptop, and other items
Client Use of AI as an Organizing/Focusing Tool Blows Up Attorney-Client and Work Product Privileges
Before getting started on the blog entry of the week, an update/supplemental information on a couple of prior cases that we have discussed previously. First, EEOC v. William Beaumont Hospital, which we discussed here, resulted in a consent decree. The hospital has to pay the plaintiff $30,000 in noneconomic and compensatory damages. Also, within
The First Sanctions for AI Misuse in Court Are a Warning of What Comes Next
Artificial intelligence is entering litigation faster than courts can formally regulate it. Judges are not responding with panic. They are responding with discipline.
The first sanctions issued for AI misuse in legal filings reveal how courts are approaching this new reality. The issue is not the technology itself. The issue is responsibility.
Courts are drawing
When AI-Generated Evidence Enters the Courtroom: A New Legal Risk for Businesses and Litigators
Artificial intelligence is rapidly changing how information is created. Now it is beginning to change how evidence appears in court.
Emails that were never written. Audio recordings that were never spoken. Reports that resemble expert analysis but were produced by a machine.
Courts across the United States are confronting a challenge they were never designed