Posts
December 02 2025
Client Alert: Pennsylvania Enacts CROWN Act, Confirming Protections for Natural and Religious Hairstyles in the Workplace
The Pennsylvania Creating a Respectful and Open World for Natural Hair Act (“CROWN ACT”) was signed into law, amending the Pennsylvania Human Relations Act (“PHRA”) to clarify that discrimination based on hair texture, hair type, and hairstyles associated with race or religious creed is prohibited. The law goes into effect on January 24, 2026, and protects natural hair and styles such as braids, twists, locs, afros, and cornrows, and hair and head coverings worn for religious reasons.
Click here to read the alert.
December 01 2025
Client Alert: New York Minimum Wage Increases for 2026
With 2026 upon us, New York employers must prepare for scheduled minimum wage increases, tip credit changes, meal credit changes, and increases to the exempt salary threshold. The changes will go into effect on January 1, 2026.
Click here to read the alert.
November 20 2025
Client Alert: California Limits “Stay-or-Pay” Agreements
Beginning January 1, 2026, California will restrict employers from requiring employees to repay sign-on bonuses and will generally prohibit repayment obligations for retention bonuses. These changes limit employers’ ability to impose conditions that require bonus repayment if an employee leaves before a specified date.
Click here to read the alert.
November 14 2025
Client Alert: New Employer Obligations Under the California “Know Your Rights” Act
Effective January 1, 2026, California employers must distribute a new, standalone “Know Your Rights” Notice to all employees (separate from the Labor Code section 2610.5 notice or employee handbook) no later than February 1, 2026.
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November 13 2025
Client Alert: Update to California Employer Requirements When Furnishing Personnel Records
Beginning January 1, 2026, California will expand the types of personnel file documents that employers must provide to current and former employees upon request. In addition to existing requirements to disclose records related to performance or grievances, employers will also need to make available any education or training records they maintain, including details such as the training provider, dates, duration, core competencies covered, and any resulting certifications. Employers must continue to furnish requested records within 30 days of a written request.
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November 13 2025
Client Alert: IRS Announces Penalty Relief for 2025 Reporting of Tips and Overtime
The IRS and Department of Treasury announced relief for employers in connection with the new reporting requirements established by the One, Big, Beautiful Bill (“OBBB”) relating to “no tax on tips” and “no tax on overtime”.
Click here to read our alert.
November 12 2025
Client Alert: New Jersey Issues Proposed Regulations Under the Pay and Benefit Transparency Act
The New Jersey Department of Labor and Workforce Development (“NJDOL”) issued proposed regulations interpreting the New Jersey Pay Transparency Act (“PTA”). The PTA requires employers to disclose salary ranges and benefits in job postings and to notify employees of promotional opportunities. The proposed rules, which remain open for public comment at this time, clarify certain aspects of the law, including which employers are covered, what information must be included in postings, and how notice and enforcement procedures will operate.
Click here to read the alert.
November 06 2025
Client Alert – UPDATE: Expanded Sick Leave Obligations for New York City Employers
The amendments to the New York City Earned Safe and Sick Time Act (ESSTA) discussed in our prior alert have been automatically enacted due to the Mayor’s failure to either sign or veto the bill passed by the City Counsel. Based upon the October 25, 2025 enactment, the ESSTA amendments, discussed further in our client alert below, go into effect on February 22, 2026.
Click here to read the alert.