News

Still missing in early 2026 is a Supreme Court ruling forcing employers to drop DEI efforts. Now the Department of Justice has signaled that it will push for a Supreme Court decision along those lines.

Not all medical conditions that individuals have are covered disabilities under the law. To count, the individual must have a physical or mental condition that substantially impacts a major life function. That’s the test for whether employers must accommodate.

Black women’s employment rate fell 1.4 percentage points in 2025, dropping to 55.7%—one of the steepest single-year declines in 25 years, according to the Economic Policy Institute.

The Equal Employment Opportunity Commission has sued a Tennessee employer for alleged practices that should have died in the last century. It’s a warning that all employers need to make sure every division, location and supervisor understands what’s acceptable and what can never be tolerated under any circumstances.

Just 4% of employers offering 401(k) plans have amended them to allow the new $1,000 emergency withdrawals authorized under SECURE 2.0, according to financial services firm Vanguard.

We may be conducting a restructuring that will involve layoffs. Do we need to rewrite job descriptions after?

President Donald Trump’s 2026 State of the Union address covered health-care costs, retirement savings, workplace tax relief and border enforcement.

Discrimination lawsuits involving allegations not within the EEOC’s priorities will increase in direct relationship to the types of cases the agency is prioritizing. Think more age, race, sexual orientation and gender identity, genetic information, equal pay and disability discrimination cases.

Call it a brag book, wins log or impact file. The name matters less than the purpose. At its core, this practice creates a running record of contributions that HR can reference when the stakes are high.

Employers should self-audit to determine whether they may be inadvertently discriminating based on a protected classification.