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At the recent HR Specialist Summit held September 10–11, Anniken Davenport, HR Employment Law Advisor senior legal editor, addressed the top employment law trends of 2025 and what’s coming in 2026.

We have an employee who has intermittent FMLA leave for migraines. She’s pregnant and calling off for morning sickness. Can we just chalk her time up as FMLA for migraines?

Once applicants reach the interview stage, they’ve already proven they meet the company’s minimal qualifications. Requesting a religious accommodation during the interview triggers your obligation to engage in the interactive accommodations process.

After one year has passed from the child’s birth, what are the rules for pumping breaks?

Lawsuits over pregnancy accommodations of all kinds are hitting the legal system less than three years after two bipartisan bills passed Congress and were signed into law. This month, two new lawsuits highlight the requirements of both laws and demonstrate that employers remain unsure of their obligations.

September is National Recovery Month, highlighting the work being done to help Americans recover from often-devastating addictions to drugs and alcohol. It’s a good time to review your policies on detecting, preventing and eliminating drug abuse in the workplace to make sure you’re doing so the legal way.

Despite the existence of two laws prohibiting discrimination against pregnant women—the passage of the Pregnancy Discrimination Act in 1978, then the Pregnant Workers Fairness Act in 2023—employers continue to ignore these laws. Now, the EEOC has taken notice and litigation is ramping up, as one court case proves.

A federal court has reinstated a Georgia police detective’s case against her employer after she produced evidence the police department regarded her as disabled when she was not.

Title VII provides that employees are entitled to reasonable accommodations for their sincerely held religious beliefs and practices. But what is a sincerely held belief? And how far can employers go to challenge that assertion?

As the White House deploys National Guard units to cities like Los Angeles and Washington, D.C., in increasing numbers, now is a good time for employers to review their obligations under two federal laws: the Uniformed Services Employment and Reemployment Rights Act and the Family and Medical Leave Act.