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We are a medical primary care clinic, and our handbook has a statement: “Covert recording, scanning or photocopying is a violation of office policy and will lead to disciplinary action, including possible termination.” I understand that the NLRB has rules that bar employers from preventing employees from documenting poor working conditions. Does that mean we can’t have this rule?

In a letter sent to chief executives, general counsel and board chairs, the agency’s leader emphasized that workplace initiatives tied to diversity, equity and inclusion must still comply with longstanding protections under Title VII of the Civil Rights Act of 1964.

New general counsel Crystal Carey takes the position that the agency should hear fewer cases and that regional offices should be less aggressive in pursuing employers over workplace rules.

We’ve already covered the new administration’s immigration enforcement priorities. But there’s more to consider.

Will this be the year that a federal law will require employers to provide some form of paid leave for workers? It’s too early to tell for certain, but there’s an increasing chance it might happen during the off-year midterm elections as pressure mounts on so-called affordability issues.

Still missing in early 2026 is a Supreme Court ruling forcing employers to drop DEI efforts. Now the Department of Justice has signaled that it will push for a Supreme Court decision along those lines.

Not all medical conditions that individuals have are covered disabilities under the law. To count, the individual must have a physical or mental condition that substantially impacts a major life function. That’s the test for whether employers must accommodate.

Black women’s employment rate fell 1.4 percentage points in 2025, dropping to 55.7%—one of the steepest single-year declines in 25 years, according to the Economic Policy Institute.

The Equal Employment Opportunity Commission has sued a Tennessee employer for alleged practices that should have died in the last century. It’s a warning that all employers need to make sure every division, location and supervisor understands what’s acceptable and what can never be tolerated under any circumstances.

Just 4% of employers offering 401(k) plans have amended them to allow the new $1,000 emergency withdrawals authorized under SECURE 2.0, according to financial services firm Vanguard.