New California Laws for 2026 and Beyond: What Employers Should Know

At a Glance

  • AB 692 builds upon California law that can void contracts prohibiting competition after an employee’s employment ends by prohibiting certain contracts with “workers” (not only employees) that may have that effect but do not explicitly block competition. 
  • SB 294 establishes the Workplace Know Your Rights Act and requires employers to provide a stand-alone written notice to all current employees by February 1, 2026, and annually thereafter. 
  • SB 642 expands pay transparency requirements, by revising the definition of “pay scale” to mean a good-faith estimate of the wage range employers reasonably expect to pay for a position upon hire. 

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14 Oct. 2025 Statement of Changes — Updates to the UK Immigration Rules and Implementing White Paper Proposals

  • The High Potential Individual route is being expanded to include graduates from the top 100 international universities with a cap of 8,000 applications per year. This is expected to double the number of people using this route from 2,000 to 4,000 with the aim of encouraging promising graduates to base their careers in the UK. 
  • Part 9 of the Immigration Rules, which set out grounds for refusal across immigration routes, is being replaced by a new “Part Suitability”, effective from 11 November 2025. This accords with terminology used in simplified immigration routes whereby applicants are assessed against “suitability requirements”, not “grounds for refusal”. 
  • Further legislative changes are expected later in 2025, and the government’s direction is clear: a more restrictive, compliance-driven immigration system focused on domestic skills and integration. 

 

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How a Federal Government Shutdown Affects U.S. Employment-Based Immigration

  • Because U.S. Citizenship and Immigration Services (USCIS) is funded by user fees, USCIS remains open and will continue to accept and process applications. There are some exceptions to this rule for programs that receive appropriated funds, including E-Verify, the EB-5 program, Conrad 30 J-1 doctors and non-minister religious workers. 
  • In the past, when the government reopened, USCIS accepted late I-129 filings provided the petition was submitted with evidence that the primary reason for failing to timely file an extension of stay or change of status request was the government shutdown. 
  • Note that the unavailability of E-Verify does not change the requirement for employers to complete Form I-9 no later than the third business day following an employee’s first day of work for pay. 

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AI on Trial: Mobley v. Workday and the Future of Employment Law

Labor and employment associate Catie Wheatley co-authored an article titled “AI on Trial: Mobley v. Workday and the Future of Employment Law” for Louisville Bar Association’s Bar Briefs. Wheatley is the Vice-Chair of the LBA Labor and Employment Law Section. 

The article discusses Mobley v. Workday, Inc., one of the first major court challenges to the use of algorithmic hiring tools under federal employment discrimination laws. 

The authors note how this case is not just about artificial intelligence or one lawsuit against one platform. There are potentially far-ranging implications regarding employment discrimination claims premised on novel theories of agency and disparate impact. The allegations in Mobley and early rulings are a reminder that employers face exposure from its vendors and AI tools that disproportionately harm protected groups, even absent malice or bias from the employer and its hiring managers. 

The article concludes by emphasizing that human oversight, thorough documentation, and transparency in the hiring process are now more crucial than ever.  Continue reading “AI on Trial: Mobley v. Workday and the Future of Employment Law”

The Employment Rights Bill: Key Changes and Implementation Timeline

The Employment Rights Bill introduces sweeping changes to the UK employment landscape, with new protections for workers and additional responsibilities for employers. Although many measures will take effect in stages between 2026 and 2027, businesses should be tracking developments now and preparing for the changes ahead. As a first step, reviewing employment contracts, workplace policies and practices will be essential to ensure compliance when the new measures take effect.

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