Artificial intelligence is rapidly changing how employers make workforce decisions. AI tools that screen applicants, evaluate performance, and analyze compensation data are now commonplace. And while these technologies offer real advantages in efficiency and consistency, they also introduce new legal risks—particularly in the class action space. The challenge isn’t just adopting AI; it’s making sure
Latest from Employment Class Actions: A General Counsel Briefing
The AI Workforce Shift Is Here: What In-House Counsel and HR Leaders Need to Know About Lawful Reductions in Force
Artificial intelligence is no longer a theoretical disruption—it is actively reshaping how work gets done. Across industries, AI and automation are eliminating entire categories of jobs, from data entry and customer service to back-office processing and content generation. As these tools mature, employers are redesigning workflows, consolidating functions, and eliminating positions altogether.
But employment laws
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
WEBINAR EVENT: Navigating Key Labor and Employment Shifts in 2026
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
The EEOC Obtains a Settlement in its Artificial Intelligence Class Action
We previously reported here on the U.S. Equal Employment Opportunity Commission’s (EEOC) lawsuit alleging that a group of affiliated employers engaged in age discrimination through the use of artificial intelligence technology. The case has now been settled by the parties without any major rulings from the court on the novel issues surrounding technology use in