On 24 June, the UK Home Office laid before Parliament a new Statement of Changes to the Immigration Rules. These changes focus on technical clarification, policy alignment and the formalisation of prior concessions across various immigration routes. We provide a summary of the key changes taking effect from July 2025.
To view the full alert, visit the Faegre Drinker website.
The Supreme Court has issued its decision in Trump v. CASA, ruling that district courts generally lack the authority to issue nationwide, universal injunctions.
For employers, a key question arises: What impact does the CASA decision have on the FTC’s final rule banning the use of most noncompete agreements, which was set aside in August 2024 by the Northern District of Texas in the Ryan decision?
To view the full alert, visit the Faegre Drinker website.
On 11 June, the United Kingdom and Spain, alongside the European Commission and the Government of Gibraltar, announced a political agreement on the future relationship between Gibraltar and the European Union. The deal marks a significant milestone in post-Brexit negotiations and provides a framework for Gibraltar’s continued access to the Schengen area, while explicitly preserving UK sovereignty and ensuring continued economic stability. The agreement is designed to secure fluidity at the Gibraltar-Spain border, a key issue for the territory’s workforce and economy. We outline the key elements of the deal and its practical implications.
To view the full alert, visit the Faegre Drinker website.
The California Labor Commissioner’s Office has recently reminded California employers of protections available to workers regardless of their immigration status. California workers are protected from unfair immigration-related practices, and it is unlawful for any employer to retaliate against a worker for exercising these protections. It is also unlawful for an employer to fail to comply with notice requirements about immigration enforcement actions at worksites. We summarize California laws that prohibit discrimination and retaliation based on immigration status.
To view the full alert, visit the Faegre Drinker website.
Earlier this month, the United States Supreme Court unanimously settled the burden required by a plaintiff to satisfy a prima facie showing of disparate treatment discrimination by an employer. On June 5, 2025, the Court held in Ames v. Ohio Department of Youth Services1 that the plain text of Title VII does not differentiate burden requirements between minority-group plaintiffs and those of a majority group.
The decision specifically impacts the Sixth, Seventh, Eighth, Tenth and D.C. Circuit Courts of Appeal, which had identified a heightened burden for a prima facie case of disparate treatment by majority-group plaintiffs under Title VII. Nevertheless, employers everywhere should be mindful of this legal development, particularly considering other recent policy changes to anti-discrimination enforcement under the Trump administration.
On June 4, President Donald Trump signed a proclamation banning nationals of 12 countries from entering the United States and partially restricting the entry of nationals from seven countries. The ban takes effect June 9, 2025. We summarize to whom the proclamation applies and doesn’t apply. Foreign nationals impacted by the travel ban who are currently in the United States should not leave.
Continue reading “President Trump Signs New Travel Ban: What Travelers Need to Know”