Our editors boast more than 60 years of experience in employment law and HR related topics. Find advice to those tricky issues such as when to terminate, as well as stay up to date with the latest regulations as they occur.
Providing a harassment-free workplace is essential, and that includes keeping language respectful. But what happens if an employee uses an epithet that’s typically aimed at individuals who belong to the same protected class the speaker belongs to? Do they get a pass?
Read MoreFollowing a year of major turnover and political shifts, the Equal Employment Opportunity Commission is charting a new course that blends regulatory rollback with renewed focus on systemic discrimination.
Read MoreWhite employees who believe they have been discriminated against because of their race are using Section 1981 to sue because it doesn’t have the tight limits Title VII has.
Read MoreOctober is Disability Awareness Month, and 2025 marks the 35th anniversary of the passage of the Americans with Disabilities Act. What better time to remind managers that the ADA has opened the workplace to disabled individuals by requiring employers to make reasonable accommodations for otherwise qualified applicants and employees?
Read MoreA recent 11th Circuit decision is a good reminder that repeated remarks from leadership about wanting “younger” workers can become powerful evidence of discrimination. Even when an employer points to other reasons for its decisions, a jury may not buy them if the paper trail does not line up.
Read MoreThe EEOC had been unable to vote on substantial policy changes since January, when President Donald Trump terminated two Democratic commissioners before their terms were set to expire.
Read MoreThe Protect Older Job Applicants Act is aimed at providing older applicants with stronger protections in hiring than currently exist under the Age Discrimination in Employment Act.
Read MoreEffective Sept. 30, the EEOC has closed its processing of cases where the basis for the complaint is an allegation that an employer’s practices or policies have a disparate impact on members of a protected class. These are cases where the employer isn’t accused of intentional discrimination, but the policy or practice impacts a protected class more than it impacts other applicants or employers.
Read MoreAt 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.
Read MoreAccording to Department of Labor statistics, more than 330,000 women aged 20 or older seem to have disappeared from the labor market since January 2025.
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