We invite you to join our Labor & Employment team for an executive-level briefing on the developments that defined 2025—and the trends, enforcement priorities, and litigation risks most likely to shape employer strategy in 2026. The program will take a “from headlines to playbook” approach: concise analysis of what changed, why it matters to employers, and the concrete steps to consider now to protect the business, calibrate risk, and position for 2026.

Our panel will synthesize federal and state activity across the employment lifecycle, with practical takeaways for union and nonunion workforces. We will highlight significant court rulings, rulemaking, and policy shifts affecting hiring, compensation, workplace conduct, bargaining dynamics, and workforce mobility.

What we’ll cover:

• The evolving non-compete landscape, including federal developments affecting nationwide enforceability, trends in post-employment restrictive covenants and alternatives, and what multistate employers should prioritize in template agreements and onboarding/offboarding practices.
• EEOC and DOJ enforcement positions on DEI practices, litigation risk in this area, and compliance guardrails for employer initiatives, vendor engagements, and public commitments.
• The state of traditional labor law in a year where the NLRB remained mostly at a standstill and the implications for bargaining.
• Supreme Court and appellate developments, including the Court’s decision clarifying the burden of proof for Title VII disparate treatment claims and its implications for pleading standards, summary judgment strategy, and trial posture for employer defendants.
• Massachusetts developments, including the SJC’s latest clarification of what constitutes “wages” under the Massachusetts Wage Act and the consequences of coverage for timing, treble damages exposure, and dispute resolution.
• Pay Transparency Law requirements, effective dates, and integration into recruiting, posting, and compensation practices.

Please plan to join us for this year-end and year-ahead update. We will close with an action-oriented checklist to help refine policies, refresh training, and align compliance programs to the 2026 enforcement environment.

Who should attend:
In-house counsel, HR leaders, compliance officers, labor relations professionals, and business executives responsible for workforce strategy, policy, and risk management.

CLE credit for this course is available in New York and California. This program is offering 1.0 Areas of Professional Practice Credit(s) in NY, and 1.0 General Credit(s) in CA. The program is appropriate for both newly admitted attorneys and experienced attorneys. Please contact us for details.