Have you heard about the small toy store owners in St. Paul, MN, who complained about ICE on their local news. They went on camera. They criticized ICE. Loudly. Publicly. Three hours later, two plainclothes ICE agents reportedly walked into the store and served a Notice of Inspection—an I-9 audit request.
And we’re supposed
As 2026 gets underway, the European Union enters a pivotal year for data protection, AI governance, and cybersecurity regulation, among other matters. EU institutions and national authorities are expected to progress a number of significant digital‑policy files, roll‑out new cyber‑resilience obligations, and make transparency in the privacy space a top priority. Below is an overview of the key developments to monitor.
Litera is significantly enhancing Kira, its AI-powered contract review platform, with new capabilities designed to address the growing demands for speed, accuracy and trusted generative AI in contract review work, the company announced today. The enhanced version of Kira combines gen AI with proprietary AI models trained on over one million legal contracts to deliver
Paying a Finder’s Fee When Raising Capital in the United States: The Success Fee Trap
When raising capital in the United States, companies often run into a common, very avoidable legal problem: paying a “success fee,” “commission,” or “finder’s fee” to the person who introduced an investor.
It feels fair. Someone made a valuable connection,
Annette L. Demers Reference Librarian at University of Windsor writes on Linked In Well this is the largest costs award that I’ve seen so far – awarded against a lawyer in their personal capacity for using unverified authorities in a factum. ($17,550). Reddy v Saroya, 2026 ABCA 20, online: <https://canlii.ca/t/khpzd> [8] Here, while the appellant did
Set your workplace on a path to success in the coming year with our Labor & Employment attorneys as your guides. You’ll learn how to maneuver through a challenging and ever-changing legal landscape and prepare for what’s coming down the road.
Join us for this webinar on January 28, 2026 from 9 am – 2
Authored by: Seagull Song and Wang Mo
In December 2025, the Hangzhou Internet Court held that the defendant, a generative AI service provider (the “Defendant”), was not liable for generating AI “hallucinations,” finding that the Defendant had fulfilled its reasonable duty of care, such as applying the common technological measures widely used in the AI
December 11, 2025, President Trump signed an executive order, “Ensuring a National Policy Framework for Artificial Intelligence” (“EO”), designed to “remove barriers to United States AI leadership” so that “AI companies [are] free to innovate without cumbersome regulation.” The EO expressly states that it is aimed at preempting “excessive state regulation.” So what does this EO mean for California employers?
As sweeping reforms converge to redefine workplace standards, employer responsibilities and employee rights, 2026 will require global businesses to balance rapidly evolving workplace regulation with the need to safeguard commercial interests.
Global regulation shifts in focus
Across the UK, the Americas and Europe, three key themes dominate: equity, openness and flexibility.
In the UK, the recent Employment Rights Act will broaden protection against unfair dismissal by reducing the qualifying period from two years to six months and removing the existing caps on compensation. These changes are anticipated from January 2027. The act will create other significant changes in 2026 and into 2027, including measures strengthening union influence; broadened thresholds for collective consultation and increased associated penalties for breaches; severe restrictions on imposing contractual variations, improved job security for zero- and low-hours workers; and broadened protections against harassment. In short, there will be a seismic shift to the compliance landscape. Employers will need to stay alert, as many of the finer details remain unknown.
The European Union is taking a proactive approach to strengthen its global competitiveness, aiming to boost innovation and economic growth. However, core worker protections are likely to remain strong with employers facing a wave of new regulation including the Pay Transparency Directive, the AI Act, and a revised framework for European Works Councils. Meanwhile, the Quality Jobs Roadmap forms part of the EU’s strategy to generate and maintain sustainable, high-quality employment. This potentially includes legislative measures to safeguard workers’ rights while adapting to ongoing technological, economic, and societal developments.
Recent employment law developments across Asia Pacific and Latin America also reflect a strong focus on worker protection, flexibility and fairness. Wage reforms are prominent, with South Korea and multiple Philippine regions announcing significant minimum wage increases, while Malaysia’s Gig Workers Bill enhances rights and security for nontraditional workers. Broader labor rights are evolving through measures like South Korea’s Yellow Envelope Act, which expands union protections, while Singapore’s Workplace Fairness Act seeks to ensure fair treatment for employees, including by providing greater protection against workplace discrimination. In Latin America, labor reforms are continuing, with Brazil seeking to strengthen equal pay compliance, Colombia modernizing its labor inspection regime, Mexico proposing reforms to strengthen workers’ rights and Argentina seeking to introduce sweeping changes to modernize labor relations while fostering competitiveness.
Overall, these changes underscore a regional trend toward safeguarding employee well-being, regulating digital work environments and ensuring equitable treatment across diverse employment models.
As federal agencies continue to navigate budget constraints, geopolitical uncertainty, workforce shortages, and rapid technological change, government contractors entering 2026 face an increasingly complex legal and enforcement environment. Recent case law, agency guidance, and enforcement activity reflect a clear trend: Contractors are being held to higher standards of documentation, transparency, and internal controls across the
