Effective September 6, the United States has ended “third-country visa stamping.” All non-immigrant visa (NIV) applicants must now schedule their visa interview appointments at the U.S. embassy or consulate in their country of nationality or residence. Effective September 2, most NIV applicants will require an in-person interview with a consular officer.
EU Entry/Exit System (EES): Implications for Non-EU Travellers
From 12 October 2025, the European Union will begin the phased rollout of the Entry/Exit System, a digital border management tool replacing passport stamping for non-EU nationals entering the Schengen Area. UK and U.S. travellers, along with other non-EU nationals, will be required to register their entry into and exit out of the Schengen Area by providing biometric data. They will also need to comply strictly with the 90-day short-day limit in any 180-day rolling period.
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2025 Legislative Developments for Colorado Employers
Colorado’s 2025 legislative session saw the passage of numerous laws that bolster employee protections and increase penalties for employers that violate key Colorado employment statutes. Many of these new laws have already gone into effect, while others are set to go into effect in 2026. Colorado employers should note the effective dates of these changes, and analyze their employment policies, agreements and other relevant documents to ensure they are prepared to comply. We summarize the most notable changes for private-sector employers in Colorado.
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Summary of New California AI Regulations Regarding the Use of AI in Employment Decision Making
New California Artificial Intelligence regulations (AI Regulations) adopted by the Civil Rights Council (Council) will be effective October 1, 2025. These regulations, which you can find here, are intended to protect candidates and employees against potential employment discrimination as a result of the use of AI, algorithms and other automated-decision systems. In adopting these regulations, the Council amended protections already afforded to candidates and employees under the California Fair Employment and Housing Act (FEHA) to define terms (discussed below) such as “automated-decision system,” “agent,” “employment agency,” “algorithm,” “artificial intelligence” and “machine learning.”
By way of background, the FEHA applies to employers with five or more employees. Employees located inside and outside of California are counted in determining whether employers are covered under the FEHA. If an employer engages in an unlawful employment practice that violates the FEHA, including a violation of the new AI Regulations as of October 1, 2025, then the complainant(s) or class of complainants are entitled to individual or personal relief, including, but not limited to, hiring, reinstatement or upgrading, back pay, or other relief in furtherance of the FEHA.
H-1B Cap Reached for Fiscal Year 2026 and Potential Process Changes Ahead
U.S. Citizenship and Immigration Services (USCIS) announced it has received enough petitions to meet the annual numerical allocation of 85,000 H-1B visas for fiscal year 2026. Also, a new proposed rule titled “Weighted Selection Process for Registrants and Petitioners Seeking To File Cap-Subject H-1B Petitions” is currently pending with the White House Office of Management and Budget’s Office of Information and Regulatory Affairs. While the exact content is unclear, it is expected to have a significant impact on how H-1B cap-subject numbers are allocated.
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Florida’s CHOICE Act Takes Permitted Employer Protections to a New Level
Although Florida law has been considered noncompete friendly for some time, the CHOICE Act — which took effect July 3 — takes permitted employer protections to a new level, making lengthy garden leave and noncompete provisions per se permissible for individuals who earn more than a relatively modest threshold and have access to and work with confidential information. Florida employers thus should consider whether to take advantage of the new law with current or future employees and independent contractors to enhance protection of their confidential information and customer relationships.
To view the full alert, visit the Faegre Drinker website.