At the end of August, the California legislature passed three bills that would regulate the use of AI in the employment context. These bills are now on Governor Newsom’s desk, and he has until September 30 to sign or veto. Below we summarize the three bills.
Continue Reading California Legislature Advances AI Employment BillsEmployment
ADMT Law Roundup: What Employers Need to Know About Recent ADMT Laws
Employers increasingly rely on automated tools to help make decisions concerning hiring, promotion, discipline, and termination. In response, state legislatures and agencies have begun to regulate uses of these technologies, often referred to as automated decision-making technology (“ADMT”). These laws generally require entities that deploy ADMT in the employment context to, among other requirements, notify affected individuals, disclose how ADMT factors into decisions, and provide rights to appeal or request human review.
This remains a fast-moving area and a hot topic for legislative and regulatory focus, with several states enacting laws this year and additional bills pending. Below, we summarize the key legislative and regulatory ADMT developments that apply in the employment context.
Continue Reading ADMT Law Roundup: What Employers Need to Know About Recent ADMT LawsA Closer Look: Supreme Court Rejects Heightened Pleading Standard for Prohibited-Transaction Claims under ERISA § 406(a)
On April 17, 2025, the Supreme Court issued its opinion in Cunningham v. Cornell University, No. 23-1007, 604 U.S. ___ (2025), a case addressing the pleading standard for prohibited-transaction claims under § 406(a) of the Employee Retirement Income Security Act of 1974 (ERISA). Section 406(a) proscribes certain transactions between plans and “parties in interest” absent a statutory exemption enumerated under ERISA § 408. The core question on appeal was whether plaintiffs must allege, as an element of a prohibited-transaction claim under § 406(a), that an exemption under § 408 does not render the challenged transaction lawful.
In a decision that is expected to have wide-ranging implications, the Court held that exemptions under § 408 provide affirmative defenses to liability under § 406(a). Consequently, plaintiffs need not allege that any of the exemptions set forth in § 408 are unavailable to state a plausible claim for relief. Rather, the burden falls on plan fiduciary defendants to plead and prove that an exemption under § 408 nullifies a plaintiff’s claim.
The Court recognized that its decision in Cunningham could make it more difficult for defendants to secure the dismissal of prohibited-transaction claims by invoking a statutory exemption. If so, plan sponsors (and other fiduciaries) could be forced to engage in costly discovery defending transactions that ERISA expressly permits, effectively penalizing them for providing valuable and necessary services to participants.
Provided below is a more detailed discussion of Cunningham, divided into three parts. The first part briefly discusses the legal framework governing prohibited-transaction claims. The second part summarizes the Court’s analysis. The third part concludes with an overview of potential mitigation strategies.
Continue Reading A Closer Look: Supreme Court Rejects Heightened Pleading Standard for Prohibited-Transaction Claims under ERISA § 406(a)2023 Legislative Session Wrap-Up: New California Workplace Laws for 2024 and Beyond
As we enter the final months of 2023, California employers should turn their attention to the employment-related bills that Governor Newsom recently signed into law, many of which take effect on January 1, 2024. Summaries of key developments are below.
Continue Reading 2023 Legislative Session Wrap-Up: New California Workplace Laws for 2024 and BeyondNew York Employers Beware: New Employment Laws Are In Effect And On The Horizon
New York lawmakers have been busy enacting a number of laws and regulations in 2023 that impose new requirements on employers, several of which have recently taken effect. New York employers may need to update their policies, agreements, and practices to comply with the new laws, as summarized below.
Continue Reading New York Employers Beware: New Employment Laws Are In Effect And On The HorizonUK Employment Law: Government plans to cut Red Tape for UK Businesses
Introduction
On 10 May, the Department for Business and Trade (the “DBT”) released the regulatory reform update “Smarter Regulation to Grow the Economy” – the first in a series of updates on how the government intends to reform regulations to support economic growth. This first package…
Continue Reading UK Employment Law: Government plans to cut Red Tape for UK BusinessesRecent Employment Law Developments in Ireland
Employment law in Ireland has been particularly dynamic in recent years. Covid and its aftermath transformed the workplace and created a more determined approach to employment regulation. In consequence we now have a raft of new legislation and associated workplace codes of practice.
Continue Reading Recent Employment Law Developments in IrelandUK Employment: Top Five Hot Topics in 2023
2023 will likely see employment lawyers and HR professionals (in the UK and further afield) grappling with a number of key employment-related legal and policy developments. In this alert we highlight some of the most important ones.
- Brexit: The Employment Law Fallout
When the UK left the European Union on…
Continue Reading UK Employment: Top Five Hot Topics in 2023New Gender Pay Gap Reporting – Deadlines Loom in Ireland
Mandatory gender pay gap reporting is new to Ireland and is likely to attract media attention and potential comparisons, particularly for multinational and higher profile companies. Deciding how best to communicate the gender pay gap – if it exists – will be important in averting any particular anxieties which may…
Continue Reading New Gender Pay Gap Reporting – Deadlines Loom in IrelandNew Law Expands California Family Rights Act
Governor Newsom has signed Senate Bill (SB) 1383 to significantly expand the California Family Rights Act (CFRA). The CFRA is California’s counterpart to the federal Family and Medical Leave Act (FMLA) and provides unpaid family and medical leave of up to 12 weeks for eligible employees. The new law’s key revisions are summarized below and take effect on January 1, 2021.
Continue Reading New Law Expands California Family Rights Act