The New York City Council has passed a bill which would significantly broaden the scope of the City’s Earned Safe and Sick Time Act (ESSTA). The bill, which was sent to the Mayor late last month, proposes to expand the qualifying reasons employees can use leave, grants additional unpaid leave entitlements, and clarifies collective bargaining agreement waivers.
Read MoreOn October 9, 2025, the New York City Council approved and sent two bills to the Mayor’s desk for signature aimed at addressing alleged pay disparities at large New York City employers.
Read MoreIn response to the prolonged lack of a quorum at the National Labor Relations Board (“NLRB”) and the Supreme Court‘s May 2025 ruling allowing President Trump’s removal of NLRB Chair Gwynne Wilcox to stand (at least for the time being), New York State has enacted legislation, colloquially referred to as the “NLRB Trigger Bill”, to fill the purported gap in protection and enforcement of labor relations laws. The bill, which Governor Hochul signed on September 5, 2025, amends the New York State Labor Relations Act (“NYSLRA”) by expanding its applicability to private sector employees covered by the National Labor Relations Act (“NLRA”) - employees who were previously explicitly excluded from NYSLRA coverage.
Read MoreThe FTC and various states have continued to evolve their approach to assessing enforceability of noncompete clauses. In light of recent and potential changes, it is critical for employers to remain vigilant on how they draft noncompete and other restrictive covenants agreements with employees, and to examine existing agreements for compliance. This alert summarizes some of the key recent takeaways in this area.
Read MoreAligning with the Trump administration’s recent series of Executive Orders targeting Diversity, Equity, and Inclusion, the Department of Justice recently released a memorandum entitled “Guidance for Recipients of Federal Funding Regarding Unlawful Discrimination.” While the guidance is not binding, it is illustrative of the DOJ’s approach to enforcing federal antidiscrimination laws. Employers that receive federal funding should pay particular attention to the guidance, though the guidance document is of note to all employers. The guidance provides a non-exhaustive list of practices that the DOJ views as potentially unlawful, and further details some “best practices” for employers to consider implementing to ensure compliance with federal anti-discrimination laws.
Read MoreIn Ames v. Ohio Department of Youth Services, the Supreme Court of the United States unanimously vacated and remanded the Sixth Circuit’s decision imposing a heightened evidentiary standard on plaintiffs claiming Title VII discrimination that are members of a majority group—in that case, heterosexuals.
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