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The Americans with Disabilities Act was passed to allow qualified disabled workers the opportunity to enter the workforce if they can perform the essential functions of their job with or without a reasonable accommodation. But employers shouldn’t assume a disabled applicant can’t perform the job even with an accommodation before they hire the otherwise qualified applicant.

The EEOC made the request days after regaining a quorum, allowing Andrea Lucas to move forward with revising or eliminating the guidance altogether. She voted against the guidance in 2024, particularly the parts that found that harassment based on gender identity violates Title VII’s sex-discrimination provisions.

It is likely that this will be an official reversal of the Biden administration’s independent contractor rule, which made it more likely that a worker would be classified as an employee rather than an independent contractor.

Two new opinion letters address FMLA leave during company closure and travel to and from medical appointments.

If an employer chooses to pay an employee at the overtime RATE for a holiday worked, how does this factor into the regular rate-of-pay calculations?

It’s becoming clear that the EEOC intends to use litigation as the preferred tool to enforce the Pregnant Workers Fairness Act until employers understand their obligation to accommodate pregnant workers in a way that preserves earnings whenever possible. To that end, the EEOC just sued U.S. Steel in a case that highlights how not to handle pregnancy at work.

As an employer, you may be worried about hiring older workers. Questions may include: Are older applicants healthy enough to resume work? Do they possess the current skills necessary? How long will they stay? Unfortunately, practical as those concerns may be, legally they are irrelevant. Here’s what you need to know.

Many employers want more employees back in the office, but few want to relive the backlash that followed earlier return-to-office mandates. Instead of issuing rigid requirements, organizations are increasingly relying on quieter, less confrontational approaches that nudge behavior without sparking open resistance. For HR teams, these strategies can be effective, but only when applied thoughtfully and equitably.

It’s fine to have a more casual dress code if that suits your company’s culture and industry; however, it’s still a good idea to have a dress code in place. Be sure that your dress standards are inclusive of all cultures, religions and gender identities.

Recently, EEOC Chair Andrea Lucas announced that one of the agency’s priorities for 2026 is supporting pregnant employees in their efforts to remain on the job during and after pregnancy. Although she expects the agency to narrow the scope of regulations under the Pregnant Workers Fairness Act, that does not mean the EEOC isn’t aggressively going after employers that aren’t in full compliance with that law.