Effective July 1, 2026, Tennessee introduced a new framework for non-compete agreements. HB 1034 reshapes the state’s approach to restrictive covenants by limiting when employers may use non-competes based on employee compensation and providing clearer guidelines for evaluating whether the duration of a restriction is reasonable.
A New Compensation Threshold
One of the most significant
Virginia employers are now subject to significant changes to their hiring and recruiting practices. Effective July 1, 2026, Virginia’s Salary History Ban and Pay Transparency Law (HB 636) prohibits employers from relying on applicant compensation history and requires salary ranges to be included in covered job postings.
The law is intended to promote pay equity
Illinois employers should be aware of a new leave entitlement that took effect on June 1, 2026. Under Public Act Public Act 104-0259, eligible employees whose child is receiving care in a Neonatal Intensive Care Unit (“NICU”) are entitled to protected unpaid leave, creating new compliance obligations for employers across the state.
The law
Washington State has enacted several new employment laws with effective dates this month. Here is a summary of what employers need to know:
Microchipping Employees Is Prohibited (HB 2303)
Effective June 11, 2026
Effective June 11, employers may not require or even request that employees have a microchip implanted under their skin. The only exception
It’s Time to Prepare for the Fiscal Year 2027 H-1B Cap Lottery Registration Process
U.S. Citizenship and Immigration Services (USCIS) has announced that the initial registration period for the fiscal year (FY) 2027 H-1B cap will open at noon Eastern on March 4, 2026, and run through noon Eastern on March 19, 2026. During this
Confronted with a claim of discriminatory termination or retaliation, an employer’s defensive strategy most often centers on marshalling facts and evidence to—eventually—support a motion for summary judgment that leans heavily—if not exclusively—on the argument that any adverse employment actions taken were based on legitimate and non-discriminatory business reasons that the employee will not be able
USCIS announced in an interim final rule on October 29, 2025, that it will end the automatic extension of Employment Authorization Documents (EADs) for most EAD card holders effective October 30, 2025. Previously, certain applicants who filed a timely Form I-765 renewal could continue working for up to 540 days after their EAD expired while
As detailed in our September 25th Blog Post, President Trump issued the Restriction on Entry of Certain Nonimmigrant Workers proclamation (the “proclamation”) on September 19, 2025, which created more questions than answers. On October 20, 2025, U.S. Citizenship and Immigration Services (“USCIS”) issued new guidance answering many of the questions that remained following President
Starting January 1, 2026, employers will face significant ramifications for wage judgments that remain unpaid 180 days after the deadline to appeal the final judgment has passed. After a wage claim proceeds to a hearing, the Division of Labor Standards Enforcement (DLSE) issues a decision and award. If the award is in favor of the