Businesses
Here's a look at documents from U.S. and international businesses
Featured Stories
Morgan Lewis Advises MISTRAS Group on $866M Sale to H.I.G. Capital
PHILADELPHIA, Pennsylvania, Sept. 19 -- Morgan Lewis, a law firm, issued the following news release:
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Morgan Lewis Advises MISTRAS Group on $866M Sale to H.I.G. Capital
PHILADELPHIA and PRINCETON, September 18, 2026: Morgan Lewis is advising MISTRAS Group Inc. (NYSE: MG) on the company's definitive agreement with H.I.G Capital to be acquired for approximately $866 million.
MISTRAS is a global provider in technology-enabled industrial asset integrity and laboratory testing solutions, serving critical strategic markets, including oil and gas, aerospace and defense, industrials, power generation ... Show Full Article PHILADELPHIA, Pennsylvania, Sept. 19 -- Morgan Lewis, a law firm, issued the following news release: * * * Morgan Lewis Advises MISTRAS Group on $866M Sale to H.I.G. Capital PHILADELPHIA and PRINCETON, September 18, 2026: Morgan Lewis is advising MISTRAS Group Inc. (NYSE: MG) on the company's definitive agreement with H.I.G Capital to be acquired for approximately $866 million. MISTRAS is a global provider in technology-enabled industrial asset integrity and laboratory testing solutions, serving critical strategic markets, including oil and gas, aerospace and defense, industrials, power generation& transmission, infrastructure, engineering, and research. H.I.G. is a global alternative investment firm with $75 billion of capital under management.
The Morgan Lewis team advising MISTRAS includes Justin Chairman, G.T. Harris, Marco DiLeonardo, Patrick Rehfield, Susan Zhu, Patricia Brennan, Sarah Grimm, Jane Accomando, and Michael Taylor.
For more, read MISTRAS's announcement (https://www.mistrasgroup.com/resources/newsroom/2026/09/18/mistras-group-inc-enters-definitive-agreement-be-acquired-hig/).
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URL: MISTRAS Group
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Original text here: https://www.morganlewis.com/news/2026/09/morgan-lewis-advises-mistras-group-on-866m-sale-to-hig-capital
[Category: BizLaw/Legal]
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Morgan Lewis Advises MISTRAS Group on $866M Sale to H.I.G. Capital
PHILADELPHIA and PRINCETON, September 18, 2026: Morgan Lewis is advising MISTRAS Group Inc. (NYSE: MG) on the company's definitive agreement with H.I.G Capital to be acquired for approximately $866 million.
MISTRAS is a global provider in technology-enabled industrial asset integrity and laboratory testing solutions, serving critical strategic markets, including oil and gas, aerospace and defense, industrials, power generation ... Show Full Article PHILADELPHIA, Pennsylvania, Sept. 19 -- Morgan Lewis, a law firm, issued the following news release: * * * Morgan Lewis Advises MISTRAS Group on $866M Sale to H.I.G. Capital PHILADELPHIA and PRINCETON, September 18, 2026: Morgan Lewis is advising MISTRAS Group Inc. (NYSE: MG) on the company's definitive agreement with H.I.G Capital to be acquired for approximately $866 million. MISTRAS is a global provider in technology-enabled industrial asset integrity and laboratory testing solutions, serving critical strategic markets, including oil and gas, aerospace and defense, industrials, power generation& transmission, infrastructure, engineering, and research. H.I.G. is a global alternative investment firm with $75 billion of capital under management.
The Morgan Lewis team advising MISTRAS includes Justin Chairman, G.T. Harris, Marco DiLeonardo, Patrick Rehfield, Susan Zhu, Patricia Brennan, Sarah Grimm, Jane Accomando, and Michael Taylor.
For more, read MISTRAS's announcement (https://www.mistrasgroup.com/resources/newsroom/2026/09/18/mistras-group-inc-enters-definitive-agreement-be-acquired-hig/).
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URL: MISTRAS Group
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Original text here: https://www.morganlewis.com/news/2026/09/morgan-lewis-advises-mistras-group-on-866m-sale-to-hig-capital
[Category: BizLaw/Legal]
Mayer Brown Once Again Recognized at GlobalCapital's Americas Derivatives Awards
CHICAGO, Illinois, Sept. 19 -- Mayer Brown, a law firm, issued the following news:
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18 September 2026
Mayer Brown once again recognized at GlobalCapital's Americas Derivatives Awards
NEW YORK - Mayer Brown has again been named "Americas Law Firm of the Year (Overall)" and "US Law Firm of the Year" at GlobalCapital's 2026 Global Americas Derivatives Awards. These awards recognize innovation, growth, and work that improves the derivatives industry.
This is the fifth year in a row that Mayer Brown has won the Americas Law Firm of the Year (Overall) award and the seventh time in nine years. ... Show Full Article CHICAGO, Illinois, Sept. 19 -- Mayer Brown, a law firm, issued the following news: * * * 18 September 2026 Mayer Brown once again recognized at GlobalCapital's Americas Derivatives Awards NEW YORK - Mayer Brown has again been named "Americas Law Firm of the Year (Overall)" and "US Law Firm of the Year" at GlobalCapital's 2026 Global Americas Derivatives Awards. These awards recognize innovation, growth, and work that improves the derivatives industry. This is the fifth year in a row that Mayer Brown has won the Americas Law Firm of the Year (Overall) award and the seventh time in nine years.The awards highlight Mayer Brown's work on behalf of clients involving both regulatory and transactional matters. The firm was particularly selected for its innovative deal work.
"We are honored to be recognized by GlobalCapital and grateful for the trust our clients continue to place in our team," said Ed Parker, global leader of the firm's Derivatives & Structured Products practice. "The past year has been one of the most active periods for product development in recent memory--whether advising clients on the impact of Basel III 'Endgame' proposals, helping banks achieve regulatory capital relief through synthetic risk transfer transactions, or guiding clients on products that deliver defined outcomes in new formats. Much of this innovation has been driven directly by regulatory change. Being selected for our innovative transactional work reflects both the depth of these regulatory shifts and the collaborative work we do alongside our clients."
GlobalCapital is a principal news, opinion and data service for people and institutions in the international capital markets.
Mayer Brown is one of the only firms with a leading Derivatives & Structured Products practice in the US, Europe, and Hong Kong. The firm is ranked by Chambers Global for Capital Markets: Structured Finance, Securitization & Derivatives (Global-wide: Multi-Jurisdictional); Chambers UK for Capital Markets: Derivatives (London); Chambers UK for Capital Markets: Structured Products (London); Chambers USA for Capital Markets: Derivatives (Nationwide) and Capital Markets: Structured Products (Nationwide); IFLR1000 for Capital Markets: Derivatives (US); and The Legal 500 US for Structured Finance: Derivatives & Structured Products, as well as Tax: Financial Products.
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Original text here: https://www.mayerbrown.com/en/news/2026/09/mayer-brown-once-again-recognized-at-globalcapitals-americas-derivatives-awards
[Category: BizLaw/Legal]
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18 September 2026
Mayer Brown once again recognized at GlobalCapital's Americas Derivatives Awards
NEW YORK - Mayer Brown has again been named "Americas Law Firm of the Year (Overall)" and "US Law Firm of the Year" at GlobalCapital's 2026 Global Americas Derivatives Awards. These awards recognize innovation, growth, and work that improves the derivatives industry.
This is the fifth year in a row that Mayer Brown has won the Americas Law Firm of the Year (Overall) award and the seventh time in nine years. ... Show Full Article CHICAGO, Illinois, Sept. 19 -- Mayer Brown, a law firm, issued the following news: * * * 18 September 2026 Mayer Brown once again recognized at GlobalCapital's Americas Derivatives Awards NEW YORK - Mayer Brown has again been named "Americas Law Firm of the Year (Overall)" and "US Law Firm of the Year" at GlobalCapital's 2026 Global Americas Derivatives Awards. These awards recognize innovation, growth, and work that improves the derivatives industry. This is the fifth year in a row that Mayer Brown has won the Americas Law Firm of the Year (Overall) award and the seventh time in nine years.The awards highlight Mayer Brown's work on behalf of clients involving both regulatory and transactional matters. The firm was particularly selected for its innovative deal work.
"We are honored to be recognized by GlobalCapital and grateful for the trust our clients continue to place in our team," said Ed Parker, global leader of the firm's Derivatives & Structured Products practice. "The past year has been one of the most active periods for product development in recent memory--whether advising clients on the impact of Basel III 'Endgame' proposals, helping banks achieve regulatory capital relief through synthetic risk transfer transactions, or guiding clients on products that deliver defined outcomes in new formats. Much of this innovation has been driven directly by regulatory change. Being selected for our innovative transactional work reflects both the depth of these regulatory shifts and the collaborative work we do alongside our clients."
GlobalCapital is a principal news, opinion and data service for people and institutions in the international capital markets.
Mayer Brown is one of the only firms with a leading Derivatives & Structured Products practice in the US, Europe, and Hong Kong. The firm is ranked by Chambers Global for Capital Markets: Structured Finance, Securitization & Derivatives (Global-wide: Multi-Jurisdictional); Chambers UK for Capital Markets: Derivatives (London); Chambers UK for Capital Markets: Structured Products (London); Chambers USA for Capital Markets: Derivatives (Nationwide) and Capital Markets: Structured Products (Nationwide); IFLR1000 for Capital Markets: Derivatives (US); and The Legal 500 US for Structured Finance: Derivatives & Structured Products, as well as Tax: Financial Products.
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Original text here: https://www.mayerbrown.com/en/news/2026/09/mayer-brown-once-again-recognized-at-globalcapitals-americas-derivatives-awards
[Category: BizLaw/Legal]
Lenovo Receives Frost & Sullivan's 2026 Global Technology Innovation Leadership Recognition for AI-Powered Sports Event Technology
SAN ANTONIO, Texas, Sept. 19 -- Frost and Sullivan, a provider of market research and analysis, growth strategy consulting and corporate training services, posted the following news release:
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Lenovo Receives Frost & Sullivan's 2026 Global Technology Innovation Leadership Recognition for AI-Powered Sports Event Technology
Lenovo named best-in-class for redefining global sports technology through AI innovation, real-time operations, and intelligent tournament infrastructure.
San Antonio, TX -- September 18, 2026 -- As artificial intelligence transforms the way the world's largest sporting ... Show Full Article SAN ANTONIO, Texas, Sept. 19 -- Frost and Sullivan, a provider of market research and analysis, growth strategy consulting and corporate training services, posted the following news release: * * * Lenovo Receives Frost & Sullivan's 2026 Global Technology Innovation Leadership Recognition for AI-Powered Sports Event Technology Lenovo named best-in-class for redefining global sports technology through AI innovation, real-time operations, and intelligent tournament infrastructure. San Antonio, TX -- September 18, 2026 -- As artificial intelligence transforms the way the world's largest sportingevents are planned, operated, and experienced, Lenovo is helping redefine what is possible through an integrated AI-powered technology ecosystem built for global scale. In recognition, Frost & Sullivan has named Lenovo as a 2026 Global Technology Innovation Leader in the AI-powered sports event technology industry. The Best Practices honor reflects Lenovo's exceptional achievements in technological innovation, strategic execution, and customer impact, as well as its ability to deliver intelligent, mission-critical solutions that support every facet of modern sports event operations--from competition analytics and venue management to broadcasting and fan engagement.
Frost & Sullivan evaluates companies through a rigorous benchmarking process across two core dimensions: strategy effectiveness and strategy execution. Lenovo excelled in both, demonstrating its ability to align long-term innovation with evolving market requirements while delivering scalable, enterprise-grade solutions across the global sports ecosystem. "FIFA AI Pro, the game-changing AI-driven analytics platform developed by Lenovo and FIFA, was accessible to all 48 teams competing at FIFA World Cup 2026(TM). By providing unprecedented access for teams to interrogate petabytes of competition data in plain language and receive insights in seconds, the competitive logic of an entire sport begins to change," said Alaa Saayed, VP, Digital Content Services, Frost & Sullivan.
Guided by a long-term growth strategy centered on hybrid AI innovation, strategic partnerships, and purpose-built industry solutions, Lenovo has established itself as a trusted technology partner for many of the world's premier sporting organizations. As FIFA's unified technology partner for the FIFA World Cup 2026(TM), the company developed an end-to-end AI ecosystem spanning edge computing, infrastructure, cloud, and intelligent services that enabled seamless tournament operations across multiple countries, venues, and stakeholders. This strategic approach positions Lenovo to extend its sports technology capabilities well beyond a single global event into a broad portfolio of leagues, venues, and governing bodies.
Innovation remains central to Lenovo's approach. Built on the company's Hybrid AI Advantage(TM) architecture, its portfolio includes FIFA AI Pro, the Intelligent Command Center, 3D Digital Avatar technology, AI-powered Referee View Stabilizer, and low-latency IPTV solutions. Together, these technologies democratized access to advanced football analytics, enhanced officiating accuracy, synchronized live broadcast operations, and provided organizers with a unified operational view across complex tournament environments. Lenovo's ability to integrate AI from the edge to the cloud delivers the speed, scalability, and reliability required for mission-critical sporting events.
"Lenovo's vision of Smarter Technology for All was on full display throughout the FIFA World Cup 2026. Powering the largest sporting event in human history was a technological feat that Lenovo was uniquely capable of delivering at such massive scale," said Art Hu, Chief Information Officer, Lenovo and Chief Technology & Delivery Officer, Solutions and Services Group. "By supporting FIFA with everything from infrastructure and devices to AI-powered solutions and services, the world witnessed what smarter technology could achieve to enhance the tournament experience for teams, officials, broadcasters, support crews, and ultimately the billions of fans who enjoyed a new standard for live sports."
Lenovo's unwavering commitment to customer experience further strengthens its position in the market. By consolidating traditionally siloed venue technologies into a single operational platform, enabling AI-driven decision-making, and supporting more than 600 FIFA operators through an intelligent command environment, the company helps improve operational efficiency, accelerate incident response, and create safer, more connected experiences for organizers, broadcasters, athletes, and billions of fans worldwide. Its proven ability to commercialize tournament-tested innovations further reinforces Lenovo's long-term leadership in the rapidly evolving AI-powered sports event technology market.
Frost & Sullivan commends Lenovo for setting a high standard in competitive strategy, execution, and market responsiveness. The company's vision, innovation pipeline, and customer-first approach are shaping the future of AI-powered sports event technology and demonstrating how intelligent infrastructure can transform the world's largest live events.
Each year, Frost & Sullivan presents the Technology Innovation Leadership Recognition to a company that demonstrates outstanding strategy development and implementation, resulting in measurable improvements in market share, customer satisfaction, and competitive positioning. The recognition honors forward-thinking organizations that are reshaping their industries through innovation and growth excellence.
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About Lenovo
Lenovo is a US$83 billion revenue global technology powerhouse, ranked #153 in the Fortune Global 500, and serving millions of customers every day in 180 markets. Guided by its vision of "Smarter Technology for All", Lenovo is executing a Hybrid AI strategy that spans Personal AI - one personal AI, multiple devices; and Enterprise AI - helping customers turn data into insights and value. This strategy is delivered through the Group's commitment to world-class innovation and a full-stack AI portfolio, including devices (PCs, workstations, smartphones, tablets, accessories), infrastructure solutions (server, storage, edge, high performance computing and software defined infrastructure), as well as software, solutions, and services. With a global footprint spanning more than 20 research and development locations and a global supply chain that includes more than 30 manufacturing sites across 11 markets, Lenovo is widely recognized for its operational excellence. Lenovo is listed on the Hong Kong stock exchange under Lenovo Group
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URL: Lenovo
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Original text here: https://www.frost.com/news/press-releases/lenovo-receives-frost-sullivans-2026-global-technology-innovation-leadership-recognition-for-ai-powered-sports-event-technology/
[Category: BizConsulting]
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Lenovo Receives Frost & Sullivan's 2026 Global Technology Innovation Leadership Recognition for AI-Powered Sports Event Technology
Lenovo named best-in-class for redefining global sports technology through AI innovation, real-time operations, and intelligent tournament infrastructure.
San Antonio, TX -- September 18, 2026 -- As artificial intelligence transforms the way the world's largest sporting ... Show Full Article SAN ANTONIO, Texas, Sept. 19 -- Frost and Sullivan, a provider of market research and analysis, growth strategy consulting and corporate training services, posted the following news release: * * * Lenovo Receives Frost & Sullivan's 2026 Global Technology Innovation Leadership Recognition for AI-Powered Sports Event Technology Lenovo named best-in-class for redefining global sports technology through AI innovation, real-time operations, and intelligent tournament infrastructure. San Antonio, TX -- September 18, 2026 -- As artificial intelligence transforms the way the world's largest sportingevents are planned, operated, and experienced, Lenovo is helping redefine what is possible through an integrated AI-powered technology ecosystem built for global scale. In recognition, Frost & Sullivan has named Lenovo as a 2026 Global Technology Innovation Leader in the AI-powered sports event technology industry. The Best Practices honor reflects Lenovo's exceptional achievements in technological innovation, strategic execution, and customer impact, as well as its ability to deliver intelligent, mission-critical solutions that support every facet of modern sports event operations--from competition analytics and venue management to broadcasting and fan engagement.
Frost & Sullivan evaluates companies through a rigorous benchmarking process across two core dimensions: strategy effectiveness and strategy execution. Lenovo excelled in both, demonstrating its ability to align long-term innovation with evolving market requirements while delivering scalable, enterprise-grade solutions across the global sports ecosystem. "FIFA AI Pro, the game-changing AI-driven analytics platform developed by Lenovo and FIFA, was accessible to all 48 teams competing at FIFA World Cup 2026(TM). By providing unprecedented access for teams to interrogate petabytes of competition data in plain language and receive insights in seconds, the competitive logic of an entire sport begins to change," said Alaa Saayed, VP, Digital Content Services, Frost & Sullivan.
Guided by a long-term growth strategy centered on hybrid AI innovation, strategic partnerships, and purpose-built industry solutions, Lenovo has established itself as a trusted technology partner for many of the world's premier sporting organizations. As FIFA's unified technology partner for the FIFA World Cup 2026(TM), the company developed an end-to-end AI ecosystem spanning edge computing, infrastructure, cloud, and intelligent services that enabled seamless tournament operations across multiple countries, venues, and stakeholders. This strategic approach positions Lenovo to extend its sports technology capabilities well beyond a single global event into a broad portfolio of leagues, venues, and governing bodies.
Innovation remains central to Lenovo's approach. Built on the company's Hybrid AI Advantage(TM) architecture, its portfolio includes FIFA AI Pro, the Intelligent Command Center, 3D Digital Avatar technology, AI-powered Referee View Stabilizer, and low-latency IPTV solutions. Together, these technologies democratized access to advanced football analytics, enhanced officiating accuracy, synchronized live broadcast operations, and provided organizers with a unified operational view across complex tournament environments. Lenovo's ability to integrate AI from the edge to the cloud delivers the speed, scalability, and reliability required for mission-critical sporting events.
"Lenovo's vision of Smarter Technology for All was on full display throughout the FIFA World Cup 2026. Powering the largest sporting event in human history was a technological feat that Lenovo was uniquely capable of delivering at such massive scale," said Art Hu, Chief Information Officer, Lenovo and Chief Technology & Delivery Officer, Solutions and Services Group. "By supporting FIFA with everything from infrastructure and devices to AI-powered solutions and services, the world witnessed what smarter technology could achieve to enhance the tournament experience for teams, officials, broadcasters, support crews, and ultimately the billions of fans who enjoyed a new standard for live sports."
Lenovo's unwavering commitment to customer experience further strengthens its position in the market. By consolidating traditionally siloed venue technologies into a single operational platform, enabling AI-driven decision-making, and supporting more than 600 FIFA operators through an intelligent command environment, the company helps improve operational efficiency, accelerate incident response, and create safer, more connected experiences for organizers, broadcasters, athletes, and billions of fans worldwide. Its proven ability to commercialize tournament-tested innovations further reinforces Lenovo's long-term leadership in the rapidly evolving AI-powered sports event technology market.
Frost & Sullivan commends Lenovo for setting a high standard in competitive strategy, execution, and market responsiveness. The company's vision, innovation pipeline, and customer-first approach are shaping the future of AI-powered sports event technology and demonstrating how intelligent infrastructure can transform the world's largest live events.
Each year, Frost & Sullivan presents the Technology Innovation Leadership Recognition to a company that demonstrates outstanding strategy development and implementation, resulting in measurable improvements in market share, customer satisfaction, and competitive positioning. The recognition honors forward-thinking organizations that are reshaping their industries through innovation and growth excellence.
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About Lenovo
Lenovo is a US$83 billion revenue global technology powerhouse, ranked #153 in the Fortune Global 500, and serving millions of customers every day in 180 markets. Guided by its vision of "Smarter Technology for All", Lenovo is executing a Hybrid AI strategy that spans Personal AI - one personal AI, multiple devices; and Enterprise AI - helping customers turn data into insights and value. This strategy is delivered through the Group's commitment to world-class innovation and a full-stack AI portfolio, including devices (PCs, workstations, smartphones, tablets, accessories), infrastructure solutions (server, storage, edge, high performance computing and software defined infrastructure), as well as software, solutions, and services. With a global footprint spanning more than 20 research and development locations and a global supply chain that includes more than 30 manufacturing sites across 11 markets, Lenovo is widely recognized for its operational excellence. Lenovo is listed on the Hong Kong stock exchange under Lenovo Group
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URL: Lenovo
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Original text here: https://www.frost.com/news/press-releases/lenovo-receives-frost-sullivans-2026-global-technology-innovation-leadership-recognition-for-ai-powered-sports-event-technology/
[Category: BizConsulting]
Latham Expands Market-Leading Antitrust & Competition Practice With Paris Partner Victor Levy
NEW YORK, Sept. 19 -- Latham and Watkins, a law firm, issued the following news release:
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Latham Expands Market-Leading Antitrust & Competition Practice With Paris Partner Victor Levy
September 18, 2026
Arrival of Victor Levy further strengthens the firm's premier Antitrust & Competition Practice in Europe and enhances its unrivalled global platform.
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Latham & Watkins is pleased to announce that Victor Levy has joined the firm's Paris office as partner in its Antitrust & Competition Practice. Levy advises on competition law matters, with particular experience in merger control filings ... Show Full Article NEW YORK, Sept. 19 -- Latham and Watkins, a law firm, issued the following news release: * * * Latham Expands Market-Leading Antitrust & Competition Practice With Paris Partner Victor Levy September 18, 2026 Arrival of Victor Levy further strengthens the firm's premier Antitrust & Competition Practice in Europe and enhances its unrivalled global platform. - Latham & Watkins is pleased to announce that Victor Levy has joined the firm's Paris office as partner in its Antitrust & Competition Practice. Levy advises on competition law matters, with particular experience in merger control filingsbefore the European Commission, the French Competition Authority, and other competition authorities globally, as well as complex antitrust investigations and follow-on damages claims before competition authorities and courts.
Levy has extensive experience across sectors including aerospace and defense, consumer goods, and industrials.
"We are thrilled to welcome Victor to the firm," said Thomas Margenet-Baudry, Office Managing Partner of Latham & Watkins in Paris. "Our Paris office is a powerhouse in the French market, with exceptional strength across our transactional and regulatory practices. Antitrust and competition is central to that success, an essential component of our market-leading transactional and litigation platforms and a formidable go-to practice. Victor brings deep experience in complex domestic and cross-border antitrust matters for French and international clients that complements our existing strengths and further enhances the sophisticated, integrated advice we provide to clients in France, across Europe, and globally. His arrival reflects our ambition to continue investing in the very best talents and to remain at the forefront of the market for years to come."
Latham's Antitrust & Competition Practice is widely recognized as one of the world's premier antitrust platforms, delivering sophisticated, coordinated advice across the United States, Europe, and Asia. The firm advises and represents clients on many of their most significant and complex global transactions, cartel investigations, and disputes, combining deep antitrust experience with market-leading litigation and trial capabilities. The Paris competition practice, like that of the Brussels office, is ranked Band 1/Tier 1 in the legal directories. The addition of Levy further strengthens the firm's European and Paris bench and enhances its ability to guide clients through an increasingly complex and interconnected global competition and regulatory landscape.
"The addition of Victor underscores the continued strength and momentum of our global practice," said Lawrence Buterman, Global Chair of Latham's Antitrust & Competition Practice. "Our platform brings together leading antitrust lawyers across the United States, Europe, and Asia who are increasingly called upon by our clients to lead and coordinate representations on complex transactions and litigation matters spanning multiple jurisdictions. Victor brings outstanding credentials and deep experience that will further strengthen our ability to deliver integrated and global solutions at the highest level."
"We have known Victor for many years and have long held him in the highest regard," said Jacques-Philippe Gunther, Antitrust & Competition partner in Paris. "He is definitely one of the best of his generation, and his unique combination of economic and legal expertise makes him a real additional strength to our talented team."
Paris Antitrust & Competition partner, Adrien Giraud also commented, "Victor brings extensive experience across merger control, foreign investment screening, antitrust investigations, litigation, and state aid. At a time when antitrust and regulatory considerations are playing a critical role in shaping strategic business decisions, his arrival further enhances the breadth and depth of our offering in Paris."
"I am delighted to join Latham & Watkins in Paris, especially at this critical time when competition authorities are becoming increasingly active and coordinated across jurisdictions. The firm's global platform and market-leading capabilities provide an exceptional opportunity to help clients navigate their most complex matters," said Levy. "I look forward to working closely with the teams across practices and geographies to further develop Latham's antitrust and competition offering."
Levy joins Latham & Watkins from Hogan Lovells Cadwalader. He holds a Master's degree in Mathematics from the Ecole Normale Superieure de Lyon, a Master's degree in European Business Law from Paris Pantheon-Assas University, and an LL.M. from New York University School of Law. He is admitted to practice in Paris and New York.
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Original text here: https://www.lw.com/en/news/2026/09/latham-expands-market-leading-antitrust-and-competition-practice-with-paris-partner-victor-levy
[Category: BizLaw/Legal]
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Latham Expands Market-Leading Antitrust & Competition Practice With Paris Partner Victor Levy
September 18, 2026
Arrival of Victor Levy further strengthens the firm's premier Antitrust & Competition Practice in Europe and enhances its unrivalled global platform.
-
Latham & Watkins is pleased to announce that Victor Levy has joined the firm's Paris office as partner in its Antitrust & Competition Practice. Levy advises on competition law matters, with particular experience in merger control filings ... Show Full Article NEW YORK, Sept. 19 -- Latham and Watkins, a law firm, issued the following news release: * * * Latham Expands Market-Leading Antitrust & Competition Practice With Paris Partner Victor Levy September 18, 2026 Arrival of Victor Levy further strengthens the firm's premier Antitrust & Competition Practice in Europe and enhances its unrivalled global platform. - Latham & Watkins is pleased to announce that Victor Levy has joined the firm's Paris office as partner in its Antitrust & Competition Practice. Levy advises on competition law matters, with particular experience in merger control filingsbefore the European Commission, the French Competition Authority, and other competition authorities globally, as well as complex antitrust investigations and follow-on damages claims before competition authorities and courts.
Levy has extensive experience across sectors including aerospace and defense, consumer goods, and industrials.
"We are thrilled to welcome Victor to the firm," said Thomas Margenet-Baudry, Office Managing Partner of Latham & Watkins in Paris. "Our Paris office is a powerhouse in the French market, with exceptional strength across our transactional and regulatory practices. Antitrust and competition is central to that success, an essential component of our market-leading transactional and litigation platforms and a formidable go-to practice. Victor brings deep experience in complex domestic and cross-border antitrust matters for French and international clients that complements our existing strengths and further enhances the sophisticated, integrated advice we provide to clients in France, across Europe, and globally. His arrival reflects our ambition to continue investing in the very best talents and to remain at the forefront of the market for years to come."
Latham's Antitrust & Competition Practice is widely recognized as one of the world's premier antitrust platforms, delivering sophisticated, coordinated advice across the United States, Europe, and Asia. The firm advises and represents clients on many of their most significant and complex global transactions, cartel investigations, and disputes, combining deep antitrust experience with market-leading litigation and trial capabilities. The Paris competition practice, like that of the Brussels office, is ranked Band 1/Tier 1 in the legal directories. The addition of Levy further strengthens the firm's European and Paris bench and enhances its ability to guide clients through an increasingly complex and interconnected global competition and regulatory landscape.
"The addition of Victor underscores the continued strength and momentum of our global practice," said Lawrence Buterman, Global Chair of Latham's Antitrust & Competition Practice. "Our platform brings together leading antitrust lawyers across the United States, Europe, and Asia who are increasingly called upon by our clients to lead and coordinate representations on complex transactions and litigation matters spanning multiple jurisdictions. Victor brings outstanding credentials and deep experience that will further strengthen our ability to deliver integrated and global solutions at the highest level."
"We have known Victor for many years and have long held him in the highest regard," said Jacques-Philippe Gunther, Antitrust & Competition partner in Paris. "He is definitely one of the best of his generation, and his unique combination of economic and legal expertise makes him a real additional strength to our talented team."
Paris Antitrust & Competition partner, Adrien Giraud also commented, "Victor brings extensive experience across merger control, foreign investment screening, antitrust investigations, litigation, and state aid. At a time when antitrust and regulatory considerations are playing a critical role in shaping strategic business decisions, his arrival further enhances the breadth and depth of our offering in Paris."
"I am delighted to join Latham & Watkins in Paris, especially at this critical time when competition authorities are becoming increasingly active and coordinated across jurisdictions. The firm's global platform and market-leading capabilities provide an exceptional opportunity to help clients navigate their most complex matters," said Levy. "I look forward to working closely with the teams across practices and geographies to further develop Latham's antitrust and competition offering."
Levy joins Latham & Watkins from Hogan Lovells Cadwalader. He holds a Master's degree in Mathematics from the Ecole Normale Superieure de Lyon, a Master's degree in European Business Law from Paris Pantheon-Assas University, and an LL.M. from New York University School of Law. He is admitted to practice in Paris and New York.
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Original text here: https://www.lw.com/en/news/2026/09/latham-expands-market-leading-antitrust-and-competition-practice-with-paris-partner-victor-levy
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Employer Cheat Sheet for Workplace Laws Taking Effect in October 2026
ATLANTA, Georgia, Sept. 19 -- Fisher Phillips, a law firm, issued the following Insight:
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Employer Cheat Sheet for Workplace Laws Taking Effect in October 2026
Sep 18, 2026
The seasons are changing, and so are workplace laws for many states across the country. Employers operating in certain states will see new legislation take effect in October on issues ranging from pay transparency to "captive audience" meetings to immigration-related notices. Here's your employer cheat sheet to some of the key laws kicking in next month (all laws take effect October 1, 2026, unless otherwise noted).
Alabama
* ... Show Full Article ATLANTA, Georgia, Sept. 19 -- Fisher Phillips, a law firm, issued the following Insight: * * * Employer Cheat Sheet for Workplace Laws Taking Effect in October 2026 Sep 18, 2026 The seasons are changing, and so are workplace laws for many states across the country. Employers operating in certain states will see new legislation take effect in October on issues ranging from pay transparency to "captive audience" meetings to immigration-related notices. Here's your employer cheat sheet to some of the key laws kicking in next month (all laws take effect October 1, 2026, unless otherwise noted). Alabama *Ban on non-disclosure provisions related to sexual abuse (SB 30). Alabama employers will need to ensure that workplace agreements (including nondisclosure, confidentiality, employment, settlement, or other agreements) do not prohibit disclosure of an act of sexual abuse or related facts. Such provisions, if part of an agreement entered into, executed, or amended on or after October 1, 2026, will be void and unenforceable due to new legislation known as "Trey's Law."
Connecticut
* Artificial Intelligence Responsibility and Transparency Act (SB 5). Earlier this year, Connecticut enacted one of the most comprehensive AI laws in the country, and employers need to start preparing now. The law uses staggered effective dates, so compliance obligations will roll in over the next two years. The first key date - October 1, 2026 - triggers the anti-discrimination amendments, the developer-deployer framework, and a new WARN Act disclosure requirement. Here are four important items you should add to your to-do list.
* Major Expansion of Pay Transparency Requirements (Sub. HB 5003, Sec. 2). Employers will be required to disclose in internal and public job postings: (1) the wages or wage range - which will need to be set in "good faith" - for the position posted, and (2) a general description of the benefits (including health insurance benefits, retirement benefits, fringe benefits, paid leave, and any other compensation other than wages) to be offered with such position.
* Small Employers No Longer Exempt from Stay-or-Pay Ban (Sub. HB 5003, Sec. 4). All employers, regardless of size, will be prohibited from requiring, as a condition of employment, an employee (or prospective employee) to execute an employment promissory note requiring the individual to pay the employer a sum of money if they leave such employment within a certain time period (subject to limited exceptions). Prior to October 1, 2026, employers with fewer than 26 employees were exempt from the state's longstanding stay-or-pay ban.
* New ADA Accommodation Notice Requirements (Sub. HB 5003, Sec. 30-31). Employers will be required to provide written notice of an employee's right under federal law to reasonable accommodations in the workplace for a disability. The notice will need to be provided to new employees upon hire, to existing employees within 120 days of October 1 (by January 29, 2027), and to any employee who notifies the employer of their disability within 10 days of such notification. Employers can satisfy these notice requirements by displaying a poster created by the state's Labor Commissioner in a conspicuous place that is accessible to employees (though, as of publication, a model poster does not appear to be available yet).
* Expanded Rights Regarding Lactation Breaks (Sub. HB 5003, Sec. 32). Employers will be required to provide reasonable break times for an employee to express breast milk for their nursing child or breastfeed at the workplace in addition to any scheduled breaks. This is an update to current law, which merely allows employees to express breastmilk or breastfeed during their meal or break periods.
* New Paycheck Transparency Rules for Large Employers (Sub. HB 5003, Sec. 38). Employers with 100 or more employees will be required to create a guide for pay codes for overtime and the employer's most commonly used pay differentials (such as shift differentials, on-call pay, hazard pay, call-back pay, holiday or weekend pay, or geographical pay differentials). Each guide must meet certain content and language requirements, be posted on the employer's website, and be updated each time new pay codes are added (employers can use a third-party payroll services company to meet these requirements). Employers must provide the website address for such guide to employees upon hire and include it on each record of hours furnished to employees (or, alternatively, provide a copy of the guide to an employee upon hire in English and the employee's primary language).
* Tip Credit Eliminated for Certain Cannabis Workers (Sub. HB 5003, Sec. 6). The Connecticut Labor Commissioner will no longer recognize gratuities, as part of the minimum fair wage, for employees at cannabis establishments, dispensaries facilities, or producers. Such businesses must therefore be prepared to comply with the state's minimum wage rules without taking a tip-credit for such employees.
* Expanded Prevailing Wage Rules (Sub. HB 5003, Sec. 54). Employers subject to the state's existing prevailing wage requirements will be required to complete detailed daily records of each person performing the work of any mechanic, laborer, or worker at a work site and to meet related recordkeeping and filing requirements. A failure to file will be a class C misdemeanor, and the employer could face a fine of up to $500, up to three months' imprisonment, or both.
* Comptroller to Withhold Payment for Prevailing Wage Violations (SB 268). When contractors or subcontractors on public works projects are violating prevailing wage laws, the state comptroller will be authorized to stop issuing payments to such contractors until the case is resolved. Learn more here (governor's press release).
* Enhanced workers' compensation for certain workers assaulted on the job (Sub. HB 5003, Sec. 1). "Teachers, health care providers, and related employees who cannot work due to an on-the-job assault will now receive 100% of their average weekly earnings (versus the standard 75% after-tax cap), plus medical expenses and lost wages for court appearances," according to a press release from Governor Lamont.
* Expanded Notice Rules for Electronic Workplace Surveillance (Sub. SB 472). Employers that electronically monitor their employees are required under existing state law to give their employees written notice about such monitoring and post that notice in a conspicuous place accessible to employees. Starting October 1, 2026, that notice must identify the specific workplace locations that may be monitored (unless such premises are an airport or unless the employer has "reasonable grounds" to conduct such monitoring for security and employee safety purposes), and the notice must also be posted in the locations where monitoring may occur. In addition, employers must give prospective employees hired on or after October 1 a written, plain-language statement on prohibited activities that may be monitored without prior written notice.
District of Columbia
* Universal Paid Leave Reductions (FY 2027 Budget Support Act, summarized here). Starting October 1, 2026, the maximum weekly benefit amount will be capped at $1,100 (a decrease from the current $1,190 weekly cap) for all benefit types (including parental, medical, family, and prenatal leave) provided through the Universal Paid Leave (UPL) Program managed by the Department of Employment Services (DOES). The weekly benefit amount may be increased for inflation each October 1 (starting in 2027), so long as the Office of the Chief Financial Officer certifies that sufficient UPL funds can support the increase. In addition, the maximum number of weeks allowed will be reduced from 12 weeks to eight weeks for qualifying medical leave for an employee to care for their own serious medical condition and to six weeks for qualifying family leave to care for a sick family member with a serious medical condition. (The maximum number of weeks allowed will remain at 12 weeks for qualifying parental leave and at two weeks for qualifying prenatal leave.) The employer contribution amount will continue to be equal to 0.75% of covered employees' wages. Stay tuned for updated notices from the DOES Office of Paid Family Leave to ensure compliance with the employer posting requirements.
Maryland
* Ban on "Captive Audience" Meetings (SB 417). Covered employers will be prohibited (subject to limited exceptions) from discharging, disciplining, or otherwise penalizing an employee for declining to attend, participate in, or listen to an employer-sponsored meeting during which the employer communicates its opinion regarding broadly-defined "religious" or "political" matters. Similar protections will apply to applicants. An employee who believes their employer has violated this new "captive audience" meeting ban will have a right to file a complaint with the state's Commissioner of Labor and Industry, who may, after an investigation, assess a civil penalty of up to $10,000 for an initial violation (or up to $25,000 for a subsequent violation) and award other relief, such as reinstatement of the employee and back pay with interest. In addition, employers will need to meet certain notice and posting requirements (the Commissioner is required to make a poster and model notice available on or before November 1, 2026).
* Ban on Dynamic Pricing for Certain Businesses (HB 895). Certain food retailers and third-party delivery service providers will be prohibited from using "dynamic pricing" (sometimes known as "surveillance pricing") or a consumer's personal data to set a higher price for food that is exempt from the state's sale and use tax. Covered businesses will also be prohibited from using protected class data to offer, advertise, or sell a consumer good or service if such use results in withholding or denying from the consumer an accommodation, advantage, or a privilege accorded to others. The Protection From Predatory Pricing Act will be enforced by the Office of Attorney General's Consumer Protection Division, which will issue a notice of violation before taking action and provide the alleged violator with a 45-day cure period. Learn more about increasing litigation and legislation related to dynamic pricing.
Michigan
* Youth employment authorizations (2024 HB 5594). Starting October 2, 2026, all youth work permits in Michigan must be obtained exclusively through the State of Michigan's centralized work permit system, and employers must keep work permits on file. Learn more here (state website on the Youth Employment Standards Act).
New Jersey
* Controversial ABC Classification Test (NJDOL Final Rule). New Jersey businesses should get ready for new regulations on classifying workers as independent contractors under the state's ABC test, which makes it difficult for many companies to treat workers as independent contractors, and for businesses to hire smaller, entrepreneurial businesses. Here's what businesses need to know about the finalized regulations and three steps you should consider taking now.
North Carolina
* Modernization of the State Human Resources System (SB 1041). The state's Human Resources Act repealed and replaced, completely overhauling a wide range of laws related to State government employment.
Ohio
* Loosened Child Labor Restrictions (HB 455). Among other changes kicking in October 9, 2026, 14- and 15-year olds will soon be permitted to be employed between 7:00 p.m. and 9:00 p.m. any night preceding a day school is not in session if the minor has approval from a parent or legal guardian. (Under current law, individuals of such age are prohibited from working past 7:00 p.m., except between June 1 and September 1 or during any school holiday of five school days or more). However, this change may be of little or no impact to employers subject to more protective provisions of the federal Fair Labor Standards Act, which supersede state law.
Rhode Island
* RISavers Program Compliance Deadline for Large Employers (RISavers website). A 2024 state law established the RISavers Program, a state-sponsored retirement savings program, and set phased-in enforcement. The first compliance deadline, which applies to eligible employers with more than 100 eligible employees, is October 15, 2026. Learn more here (official press release).
South Carolina
* Protected Leave for Civil Air Patrol Service (SB 1043). All employers will be required to provide at least 30 days per calendar year of leave for the purpose of response to an emergency service operation of the Civil Air Patrol, as well as at least 10 days per calendar year of leave for the purpose of training and proficiency activities administered by the Civil Air Patrol, US Air Force, FEMA, or other emergency management-related organizations. For private employers, Civil Air Patrol leave may be paid or unpaid (for public employers, such leave must be paid at the employee's current pay rate). The new law includes additional requirements, various exceptions, and employees will have a right to bring a civil action against an employer who allegedly violates the new rules.
* Expanded Paid Parental Leave for Certain Public Employees (SB 11). Changes to South Carolina's paid parental leave law for certain public employees include: extending coverage to eligible state employees working in temporary-grant or time-limited positions; clarifying that stillbirth is a qualifying event; and increasing the amount of required paid leave from two weeks to four weeks for adoption (for employees who are not the child's primary caregiver) or foster care placement (other qualifying events will still require six weeks of paid leave).
Vermont
* Savers Program Penalty Increase (2023 SB 135). Vermont requires covered employers with two or more W-2 employees to register for Vermont Saves, a state-sponsored retirement program, if they do not already offer a qualified workplace retirement savings plan. The maximum penalty for a covered employer that fails to comply without reasonable cause will significantly increase on October 1 to $75 per covered employee.
Washington
* Immigrant Worker Protection Act (HB 2105). Employers will be required to provide a specific notice to each worker (and their representative, if any) within five days of receiving notification from a federal agency of any inspection of I-9 forms and any related worker records. Employers will also be required to provide a separate notice to affected workers (and their representatives, if any) within five days of receiving results of any such inspection, as well as comply with posting and anti-retaliation requirements. Any individual injured by an alleged violation of these new provisions will be entitled to bring a private cause of action and recover damages and other relief. In addition, the state's attorney general will be authorized to enforce the law, and employers will be required to pay statutory damages of $500 for each notice failure (doubled for willful violations), subject to a limited exception requiring correction. Learn more and find model posters and notices here (fhttps://www.atg.wa.gov/IWPA).
* * *
Related People
David R. Dorey
Partner
drdorey@fisherphillips.com
202/978-9655
* * *
Lauren Laing
Legal Content Counsel
llaing@fisherphillips.com
412/822-6623
* * *
Braden Lawes
Senior Government Affairs Analyst
blawes@fisherphillips.com
202/916-7176
* * *
Sarah Wieselthier
Partner
swieselthier@fisherphillips.com
908/516-1064
* * *
Original text here: https://www.fisherphillips.com/en/insights/insights/employer-cheat-sheet-for-workplace-laws-taking-effect-in-october-2026
[Category: BizLaw/Legal]
* * *
Employer Cheat Sheet for Workplace Laws Taking Effect in October 2026
Sep 18, 2026
The seasons are changing, and so are workplace laws for many states across the country. Employers operating in certain states will see new legislation take effect in October on issues ranging from pay transparency to "captive audience" meetings to immigration-related notices. Here's your employer cheat sheet to some of the key laws kicking in next month (all laws take effect October 1, 2026, unless otherwise noted).
Alabama
* ... Show Full Article ATLANTA, Georgia, Sept. 19 -- Fisher Phillips, a law firm, issued the following Insight: * * * Employer Cheat Sheet for Workplace Laws Taking Effect in October 2026 Sep 18, 2026 The seasons are changing, and so are workplace laws for many states across the country. Employers operating in certain states will see new legislation take effect in October on issues ranging from pay transparency to "captive audience" meetings to immigration-related notices. Here's your employer cheat sheet to some of the key laws kicking in next month (all laws take effect October 1, 2026, unless otherwise noted). Alabama *Ban on non-disclosure provisions related to sexual abuse (SB 30). Alabama employers will need to ensure that workplace agreements (including nondisclosure, confidentiality, employment, settlement, or other agreements) do not prohibit disclosure of an act of sexual abuse or related facts. Such provisions, if part of an agreement entered into, executed, or amended on or after October 1, 2026, will be void and unenforceable due to new legislation known as "Trey's Law."
Connecticut
* Artificial Intelligence Responsibility and Transparency Act (SB 5). Earlier this year, Connecticut enacted one of the most comprehensive AI laws in the country, and employers need to start preparing now. The law uses staggered effective dates, so compliance obligations will roll in over the next two years. The first key date - October 1, 2026 - triggers the anti-discrimination amendments, the developer-deployer framework, and a new WARN Act disclosure requirement. Here are four important items you should add to your to-do list.
* Major Expansion of Pay Transparency Requirements (Sub. HB 5003, Sec. 2). Employers will be required to disclose in internal and public job postings: (1) the wages or wage range - which will need to be set in "good faith" - for the position posted, and (2) a general description of the benefits (including health insurance benefits, retirement benefits, fringe benefits, paid leave, and any other compensation other than wages) to be offered with such position.
* Small Employers No Longer Exempt from Stay-or-Pay Ban (Sub. HB 5003, Sec. 4). All employers, regardless of size, will be prohibited from requiring, as a condition of employment, an employee (or prospective employee) to execute an employment promissory note requiring the individual to pay the employer a sum of money if they leave such employment within a certain time period (subject to limited exceptions). Prior to October 1, 2026, employers with fewer than 26 employees were exempt from the state's longstanding stay-or-pay ban.
* New ADA Accommodation Notice Requirements (Sub. HB 5003, Sec. 30-31). Employers will be required to provide written notice of an employee's right under federal law to reasonable accommodations in the workplace for a disability. The notice will need to be provided to new employees upon hire, to existing employees within 120 days of October 1 (by January 29, 2027), and to any employee who notifies the employer of their disability within 10 days of such notification. Employers can satisfy these notice requirements by displaying a poster created by the state's Labor Commissioner in a conspicuous place that is accessible to employees (though, as of publication, a model poster does not appear to be available yet).
* Expanded Rights Regarding Lactation Breaks (Sub. HB 5003, Sec. 32). Employers will be required to provide reasonable break times for an employee to express breast milk for their nursing child or breastfeed at the workplace in addition to any scheduled breaks. This is an update to current law, which merely allows employees to express breastmilk or breastfeed during their meal or break periods.
* New Paycheck Transparency Rules for Large Employers (Sub. HB 5003, Sec. 38). Employers with 100 or more employees will be required to create a guide for pay codes for overtime and the employer's most commonly used pay differentials (such as shift differentials, on-call pay, hazard pay, call-back pay, holiday or weekend pay, or geographical pay differentials). Each guide must meet certain content and language requirements, be posted on the employer's website, and be updated each time new pay codes are added (employers can use a third-party payroll services company to meet these requirements). Employers must provide the website address for such guide to employees upon hire and include it on each record of hours furnished to employees (or, alternatively, provide a copy of the guide to an employee upon hire in English and the employee's primary language).
* Tip Credit Eliminated for Certain Cannabis Workers (Sub. HB 5003, Sec. 6). The Connecticut Labor Commissioner will no longer recognize gratuities, as part of the minimum fair wage, for employees at cannabis establishments, dispensaries facilities, or producers. Such businesses must therefore be prepared to comply with the state's minimum wage rules without taking a tip-credit for such employees.
* Expanded Prevailing Wage Rules (Sub. HB 5003, Sec. 54). Employers subject to the state's existing prevailing wage requirements will be required to complete detailed daily records of each person performing the work of any mechanic, laborer, or worker at a work site and to meet related recordkeeping and filing requirements. A failure to file will be a class C misdemeanor, and the employer could face a fine of up to $500, up to three months' imprisonment, or both.
* Comptroller to Withhold Payment for Prevailing Wage Violations (SB 268). When contractors or subcontractors on public works projects are violating prevailing wage laws, the state comptroller will be authorized to stop issuing payments to such contractors until the case is resolved. Learn more here (governor's press release).
* Enhanced workers' compensation for certain workers assaulted on the job (Sub. HB 5003, Sec. 1). "Teachers, health care providers, and related employees who cannot work due to an on-the-job assault will now receive 100% of their average weekly earnings (versus the standard 75% after-tax cap), plus medical expenses and lost wages for court appearances," according to a press release from Governor Lamont.
* Expanded Notice Rules for Electronic Workplace Surveillance (Sub. SB 472). Employers that electronically monitor their employees are required under existing state law to give their employees written notice about such monitoring and post that notice in a conspicuous place accessible to employees. Starting October 1, 2026, that notice must identify the specific workplace locations that may be monitored (unless such premises are an airport or unless the employer has "reasonable grounds" to conduct such monitoring for security and employee safety purposes), and the notice must also be posted in the locations where monitoring may occur. In addition, employers must give prospective employees hired on or after October 1 a written, plain-language statement on prohibited activities that may be monitored without prior written notice.
District of Columbia
* Universal Paid Leave Reductions (FY 2027 Budget Support Act, summarized here). Starting October 1, 2026, the maximum weekly benefit amount will be capped at $1,100 (a decrease from the current $1,190 weekly cap) for all benefit types (including parental, medical, family, and prenatal leave) provided through the Universal Paid Leave (UPL) Program managed by the Department of Employment Services (DOES). The weekly benefit amount may be increased for inflation each October 1 (starting in 2027), so long as the Office of the Chief Financial Officer certifies that sufficient UPL funds can support the increase. In addition, the maximum number of weeks allowed will be reduced from 12 weeks to eight weeks for qualifying medical leave for an employee to care for their own serious medical condition and to six weeks for qualifying family leave to care for a sick family member with a serious medical condition. (The maximum number of weeks allowed will remain at 12 weeks for qualifying parental leave and at two weeks for qualifying prenatal leave.) The employer contribution amount will continue to be equal to 0.75% of covered employees' wages. Stay tuned for updated notices from the DOES Office of Paid Family Leave to ensure compliance with the employer posting requirements.
Maryland
* Ban on "Captive Audience" Meetings (SB 417). Covered employers will be prohibited (subject to limited exceptions) from discharging, disciplining, or otherwise penalizing an employee for declining to attend, participate in, or listen to an employer-sponsored meeting during which the employer communicates its opinion regarding broadly-defined "religious" or "political" matters. Similar protections will apply to applicants. An employee who believes their employer has violated this new "captive audience" meeting ban will have a right to file a complaint with the state's Commissioner of Labor and Industry, who may, after an investigation, assess a civil penalty of up to $10,000 for an initial violation (or up to $25,000 for a subsequent violation) and award other relief, such as reinstatement of the employee and back pay with interest. In addition, employers will need to meet certain notice and posting requirements (the Commissioner is required to make a poster and model notice available on or before November 1, 2026).
* Ban on Dynamic Pricing for Certain Businesses (HB 895). Certain food retailers and third-party delivery service providers will be prohibited from using "dynamic pricing" (sometimes known as "surveillance pricing") or a consumer's personal data to set a higher price for food that is exempt from the state's sale and use tax. Covered businesses will also be prohibited from using protected class data to offer, advertise, or sell a consumer good or service if such use results in withholding or denying from the consumer an accommodation, advantage, or a privilege accorded to others. The Protection From Predatory Pricing Act will be enforced by the Office of Attorney General's Consumer Protection Division, which will issue a notice of violation before taking action and provide the alleged violator with a 45-day cure period. Learn more about increasing litigation and legislation related to dynamic pricing.
Michigan
* Youth employment authorizations (2024 HB 5594). Starting October 2, 2026, all youth work permits in Michigan must be obtained exclusively through the State of Michigan's centralized work permit system, and employers must keep work permits on file. Learn more here (state website on the Youth Employment Standards Act).
New Jersey
* Controversial ABC Classification Test (NJDOL Final Rule). New Jersey businesses should get ready for new regulations on classifying workers as independent contractors under the state's ABC test, which makes it difficult for many companies to treat workers as independent contractors, and for businesses to hire smaller, entrepreneurial businesses. Here's what businesses need to know about the finalized regulations and three steps you should consider taking now.
North Carolina
* Modernization of the State Human Resources System (SB 1041). The state's Human Resources Act repealed and replaced, completely overhauling a wide range of laws related to State government employment.
Ohio
* Loosened Child Labor Restrictions (HB 455). Among other changes kicking in October 9, 2026, 14- and 15-year olds will soon be permitted to be employed between 7:00 p.m. and 9:00 p.m. any night preceding a day school is not in session if the minor has approval from a parent or legal guardian. (Under current law, individuals of such age are prohibited from working past 7:00 p.m., except between June 1 and September 1 or during any school holiday of five school days or more). However, this change may be of little or no impact to employers subject to more protective provisions of the federal Fair Labor Standards Act, which supersede state law.
Rhode Island
* RISavers Program Compliance Deadline for Large Employers (RISavers website). A 2024 state law established the RISavers Program, a state-sponsored retirement savings program, and set phased-in enforcement. The first compliance deadline, which applies to eligible employers with more than 100 eligible employees, is October 15, 2026. Learn more here (official press release).
South Carolina
* Protected Leave for Civil Air Patrol Service (SB 1043). All employers will be required to provide at least 30 days per calendar year of leave for the purpose of response to an emergency service operation of the Civil Air Patrol, as well as at least 10 days per calendar year of leave for the purpose of training and proficiency activities administered by the Civil Air Patrol, US Air Force, FEMA, or other emergency management-related organizations. For private employers, Civil Air Patrol leave may be paid or unpaid (for public employers, such leave must be paid at the employee's current pay rate). The new law includes additional requirements, various exceptions, and employees will have a right to bring a civil action against an employer who allegedly violates the new rules.
* Expanded Paid Parental Leave for Certain Public Employees (SB 11). Changes to South Carolina's paid parental leave law for certain public employees include: extending coverage to eligible state employees working in temporary-grant or time-limited positions; clarifying that stillbirth is a qualifying event; and increasing the amount of required paid leave from two weeks to four weeks for adoption (for employees who are not the child's primary caregiver) or foster care placement (other qualifying events will still require six weeks of paid leave).
Vermont
* Savers Program Penalty Increase (2023 SB 135). Vermont requires covered employers with two or more W-2 employees to register for Vermont Saves, a state-sponsored retirement program, if they do not already offer a qualified workplace retirement savings plan. The maximum penalty for a covered employer that fails to comply without reasonable cause will significantly increase on October 1 to $75 per covered employee.
Washington
* Immigrant Worker Protection Act (HB 2105). Employers will be required to provide a specific notice to each worker (and their representative, if any) within five days of receiving notification from a federal agency of any inspection of I-9 forms and any related worker records. Employers will also be required to provide a separate notice to affected workers (and their representatives, if any) within five days of receiving results of any such inspection, as well as comply with posting and anti-retaliation requirements. Any individual injured by an alleged violation of these new provisions will be entitled to bring a private cause of action and recover damages and other relief. In addition, the state's attorney general will be authorized to enforce the law, and employers will be required to pay statutory damages of $500 for each notice failure (doubled for willful violations), subject to a limited exception requiring correction. Learn more and find model posters and notices here (fhttps://www.atg.wa.gov/IWPA).
* * *
Related People
David R. Dorey
Partner
drdorey@fisherphillips.com
202/978-9655
* * *
Lauren Laing
Legal Content Counsel
llaing@fisherphillips.com
412/822-6623
* * *
Braden Lawes
Senior Government Affairs Analyst
blawes@fisherphillips.com
202/916-7176
* * *
Sarah Wieselthier
Partner
swieselthier@fisherphillips.com
908/516-1064
* * *
Original text here: https://www.fisherphillips.com/en/insights/insights/employer-cheat-sheet-for-workplace-laws-taking-effect-in-october-2026
[Category: BizLaw/Legal]
Dentons Voted "Best Law Firm" in Des Moines for 21 Consecutive Years
WASHINGTON, Sept. 19 -- Dentons, a law firm, issued the following news:
* * *
Dentons voted "Best Law Firm" in Des Moines for 21 consecutive years
September 18, 2026
For over two decades, Dentons Davis Brown has been named Best Law Firm in Des Moines by the Business Record's annual "Best of Des Moines" survey.
This milestone recognition reflects the trust our clients, colleagues, and community place in us. From navigating Iowa laws to managing global complexities, our team is proud to serve Des Moines and all of Iowa with exceptional client service.
Business Record readers vote annually for ... Show Full Article WASHINGTON, Sept. 19 -- Dentons, a law firm, issued the following news: * * * Dentons voted "Best Law Firm" in Des Moines for 21 consecutive years September 18, 2026 For over two decades, Dentons Davis Brown has been named Best Law Firm in Des Moines by the Business Record's annual "Best of Des Moines" survey. This milestone recognition reflects the trust our clients, colleagues, and community place in us. From navigating Iowa laws to managing global complexities, our team is proud to serve Des Moines and all of Iowa with exceptional client service. Business Record readers vote annually fortheir city favorites in a variety of categories including Best CEO, Best Non-Profit, Best Bank, Best Restaurant and several others.
The complete list of 2026 winners is available in the September 18 edition of the Business Record.
For more information about Dentons offices in Iowa, visit www.dentons.com/Iowa.
* * *
About Dentons Davis Brown PC
Dentons Davis Brown is a full-service Iowa law firm providing uniquely global and deeply local legal solutions to help clients succeed. Founded in 1929, the firm operates three offices in Iowa and is part of Dentons, the world's largest law firm with a presence in over 85 countries. Learn more at www.dentons.com/Iowa.
* * *
Original text here: https://www.dentons.com/en/about-dentons/news-events-and-awards/news/2026/september/dentons-voted-best-law-firm-in-des-moines-for-21-consecutive-years
[Category: BizLaw/Legal]
* * *
Dentons voted "Best Law Firm" in Des Moines for 21 consecutive years
September 18, 2026
For over two decades, Dentons Davis Brown has been named Best Law Firm in Des Moines by the Business Record's annual "Best of Des Moines" survey.
This milestone recognition reflects the trust our clients, colleagues, and community place in us. From navigating Iowa laws to managing global complexities, our team is proud to serve Des Moines and all of Iowa with exceptional client service.
Business Record readers vote annually for ... Show Full Article WASHINGTON, Sept. 19 -- Dentons, a law firm, issued the following news: * * * Dentons voted "Best Law Firm" in Des Moines for 21 consecutive years September 18, 2026 For over two decades, Dentons Davis Brown has been named Best Law Firm in Des Moines by the Business Record's annual "Best of Des Moines" survey. This milestone recognition reflects the trust our clients, colleagues, and community place in us. From navigating Iowa laws to managing global complexities, our team is proud to serve Des Moines and all of Iowa with exceptional client service. Business Record readers vote annually fortheir city favorites in a variety of categories including Best CEO, Best Non-Profit, Best Bank, Best Restaurant and several others.
The complete list of 2026 winners is available in the September 18 edition of the Business Record.
For more information about Dentons offices in Iowa, visit www.dentons.com/Iowa.
* * *
About Dentons Davis Brown PC
Dentons Davis Brown is a full-service Iowa law firm providing uniquely global and deeply local legal solutions to help clients succeed. Founded in 1929, the firm operates three offices in Iowa and is part of Dentons, the world's largest law firm with a presence in over 85 countries. Learn more at www.dentons.com/Iowa.
* * *
Original text here: https://www.dentons.com/en/about-dentons/news-events-and-awards/news/2026/september/dentons-voted-best-law-firm-in-des-moines-for-21-consecutive-years
[Category: BizLaw/Legal]
Brands Guests Continue to Count On: Three Hilton Brands Again Rank No. 1 in JD Power 2026 Study
MCLEAN, Virginia, Sept. 19 (TNSxrep) -- Hilton Worldwide Holdings posted the following news release:
* * *
Sep 18, 2026
The Brands Guests Continue to Count On: Three Hilton Brands Again Rank No. 1 in JD Power 2026 Study
* Hampton by Hilton, Tru by Hilton and Home2 Suites by Hilton ranked highest in guest satisfaction within their respective segments, continuing a multi-year track record of securing the top position.
* The 30th annual study surveyed more than 44,000 branded hotel guests across North America, making it one of the hospitality industry's leading benchmarks for guest satisfaction.
MCLEAN, ... Show Full Article MCLEAN, Virginia, Sept. 19 (TNSxrep) -- Hilton Worldwide Holdings posted the following news release: * * * Sep 18, 2026 The Brands Guests Continue to Count On: Three Hilton Brands Again Rank No. 1 in JD Power 2026 Study * Hampton by Hilton, Tru by Hilton and Home2 Suites by Hilton ranked highest in guest satisfaction within their respective segments, continuing a multi-year track record of securing the top position. * The 30th annual study surveyed more than 44,000 branded hotel guests across North America, making it one of the hospitality industry's leading benchmarks for guest satisfaction. MCLEAN,Va. - Hilton (NYSE: HLT) once again has earned top recognition in the JD Power 2026 North America Hotel Guest Satisfaction Study, with Hampton by Hilton, Tru by Hilton and Home2 Suites by Hilton each ranking highest in guest satisfaction within their respective segments. The recognition demonstrates Hilton's ongoing commitment to delivering reliable, high-quality stays and exceptional service across its award-winning brand portfolio.
"Whether for leisure or business, today's travelers all value an experience they can depend on," said Alexandra Jaritz, senior vice president, global category head, All Suites & Focused Service, Hilton. "Earning the highest guest satisfaction ranking across three segments reflects the strength of Hampton, Tru and Home2 Suites, the dedication of our hotel teams and the trust guests continue to place in our brands. We earn and build that trust one stay at a time, and we're proud to create experiences guests feel confident choosing again and again."
Each of the award-winning brands serves a different traveler and travel occasion, and all share the same commitment to delivering reliable service, thoughtful amenities and experiences guests know they can trust.
Hampton by Hilton - Highest-Ranked Upper Midscale Brand for Guest Satisfaction
Hampton by Hilton earned the highest ranking in the Upper Midscale segment for the second consecutive year. As one of the world's most recognized hotel brands, Hampton has built its reputation on delivering the consistent experience guests expect through friendly service, complimentary hot breakfast featuring the brand's signature Hampton waffle and the confidence of the 100% Hampton Guarantee. With more than 3,000 hotels globally, Hampton continues to be a trusted choice for business and leisure travelers alike.
Tru by Hilton - Highest-Ranked Midscale Brand for Guest Satisfaction
Tru by Hilton ranked highest in the Midscale segment, earning the top ranking for the fourth consecutive year. Since entering the category, Tru has redefined what travelers expect from a Midscale hotel by pairing intuitive design, vibrant social spaces and modern amenities with an affordable price point. Designed around the essentials today's travelers value most, Tru continues to resonate with cross-generational guests seeking a stay that is simple, spirited and consistently reliable.
Home2 Suites by Hilton - Highest-Ranked Upper Midscale/Midscale Extended Stay Brand for Guest Satisfaction
Home2 Suites by Hilton earned the highest ranking in the Upper Midscale/Midscale Extended Stay, marking its fourth consecutive No. 1 ranking. Designed to help guests maintain their routines while on the road, Home2 Suites combines spacious suites with flexible living spaces and in-suite kitchens, complimentary breakfast, pet-friendly accommodations and thoughtful amenities that make longer stays feel comfortable and convenient. Whether traveling for work, relocating or taking a long vacation, Home2 Suites continues to offer the flexibility, comfort and home-like amenities guests value most during longer stays.
The JD Power 2026 North America Hotel Guest Satisfaction Study marks the study's 30th year and is based on responses from more than 44,000 branded hotel guests for stays between May 2025 and May 2026. The study evaluates guest satisfaction across seven key dimensions: guest room, food and beverage, hotel facility, hotel staff, hotel connectivity, value for price paid, and check-in/check-out.
For more information about Hilton's award-winning brands, visit hilton.com.
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FAQ: Hilton Brands Rank Highest Across Three Segments in JD Power 2026 North America Hotel Guest Satisfaction Study
What is the JD Power North America Hotel Guest Satisfaction Study?
The JD Power North America Hotel Guest Satisfaction Study is an annual study that measures overall guest satisfaction across hotel brands in North America. The 2026 study marks its 30th year and is based on responses from more than 44,000 branded hotel guests who stayed between May 2025 and May 2026. Guest satisfaction is measured across seven key dimensions: guest room, food and beverage, hotel facility, hotel staff service, hotel connectivity, value for price paid, and check-in/check-out.
Which Hilton brands were recognized in the JD Power Study?
Hampton by Hilton ranked highest in the Upper Midscale segment, Tru by Hilton ranked highest in the Midscale segment, and Home2 Suites by Hilton ranked highest in the Upper Midscale/Midscale Extended Stay segment. In total, 15 Hilton brands were evaluated in the 2026 study, with 11 performing at or above their respective segment average.
How were the rankings determined in the JD Power Study?
The 2026 study surveyed more than 44,000 branded hotel guests across North America and evaluates guest satisfaction across seven key aspects of the hotel experience: guest room, food and beverage, hotel facility, hotel staff, hotel connectivity, value for price paid, and check-in/check-out.
What does "highest-ranked" mean in the JD Power Study?
A highest-ranked brand received the highest overall customer satisfaction score within its hotel segment in the JD Power 2026 North America Hotel Guest Satisfaction Study.
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About Hilton
Hilton (NYSE: HLT) is a leading global hospitality company with a portfolio of 28 world-class brands comprising more than 9,400 properties and nearly 1.4 million rooms, in 144 countries and territories. Dedicated to fulfilling its founding vision to fill the earth with the light and warmth of hospitality, Hilton has welcomed over 4 billion guests in its more than 100-year history. Named as the No. 1 World's Best Workplace by Great Place to Work and Fortune, Hilton aims to create the best culture for its 500,000 team members around the world. Hilton has introduced industry-leading technology enhancements to improve the guest experience, including Digital Key Share, automated complimentary room upgrades and the ability to book confirmed connecting rooms. Through the award-winning guest loyalty program Hilton Honors, the more than 260 million Hilton Honors members who book directly with Hilton can earn Points for hotel stays and experiences money can't buy. With the free Hilton Honors app, guests can book their stay, select their room, check in, unlock their door with a Digital Key and check out, all from their smartphone. Visit stories.hilton.com for more information, and connect with Hilton on Facebook, X, LinkedIn, Instagram and YouTube.
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About Hampton by Hilton
As the No. 1 ranked lodging franchise for the last 17 years by Entrepreneur(R), Hampton by Hilton -- including Hampton Inn by Hilton and Hampton Inn & Suites by Hilton -- serves quality-driven and value-conscious travelers at more than 3,200 properties in 46 countries and territories around the globe. The brand continues to lead its segment by providing guests with high quality, thoughtfully designed accommodations and amenities, such as modern, spacious rooms and free hot breakfast featuring the signature Hampton Waffle. Hampton by Hilton is committed to delivering an exceptionally friendly and authentic service, all backed by the 100% Hampton Guarantee(TM). Experience a best-in-class stay at Hampton by Hilton by booking at hampton.com or through the industry-leading Hilton Honors app. Hilton Honors members who book directly through preferred Hilton channels have access to instant benefits. Learn more about Hampton by Hilton at stories.hilton.com/hampton, and follow the brand on Facebook, Instagram and X.
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About Tru by Hilton
Tru by Hilton is a game-changing hotel brand with nearly 350 open locations across the Americas and Vietnam, providing guests with a consistent, fun experience at an affordable price. Spirited, simplified and grounded in value, Tru by Hilton is designed for cross-generational appeal. Intuitively designed modern guestrooms feature rolling desks, oversized windows for natural light and bright, spacious bathrooms. Guests can enjoy complimentary hot breakfast at the Top It breakfast bar, featuring a signature automatic pancake maker. Premium snacks, light meal options and single-serve wine and beer (at most locations) are available for purchase at the 24/7 Eat. & Sip. market. Experience a positive stay at Tru by Hilton by booking at trubyhilton.com or through the industry-leading Hilton Honors app. Hilton Honors members who book directly through preferred Hilton channels have access to instant benefits. Learn more about Tru by Hilton at stories.hilton.com/trubyhilton, and follow the brand on Facebook and Instagram.
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About Home2 Suites by Hilton
Home2 Suites by Hilton, one of the fastest growing brands in Hilton's history, is a mid-tier, all-suite, award-winning extended-stay hotel concept designed to offer stylish accommodations with flexible guest room configurations and home-like amenities for value-conscious guests and their pets. With a commitment to environmentally-minded products and hotel operations, Home2 Suites by Hilton offers complimentary hot breakfast, innovative and customizable guestroom designs, laundry and fitness areas, multiple outdoor spaces, expansive community spaces and pet-friendly environments. Home2 Suites by Hilton has more than 900 open hotels with nearly 750 hotels in development. Experience a positive stay at Home2 Suites by Hilton by booking at home2suites.com or through the industry-leading Hilton Honors app. Hilton Honors members who book directly through preferred Hilton channels have access to instant benefits. Learn more about Home2 Suites by Hilton at stories.hilton.com/home2suites, and follow the brand on Facebook and Instagram.
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Original text here: https://stories.hilton.com/releases/three-hilton-brands-again-rank-no-1-in-jd-power-2026-study
[Category: BizTravel]
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Sep 18, 2026
The Brands Guests Continue to Count On: Three Hilton Brands Again Rank No. 1 in JD Power 2026 Study
* Hampton by Hilton, Tru by Hilton and Home2 Suites by Hilton ranked highest in guest satisfaction within their respective segments, continuing a multi-year track record of securing the top position.
* The 30th annual study surveyed more than 44,000 branded hotel guests across North America, making it one of the hospitality industry's leading benchmarks for guest satisfaction.
MCLEAN, ... Show Full Article MCLEAN, Virginia, Sept. 19 (TNSxrep) -- Hilton Worldwide Holdings posted the following news release: * * * Sep 18, 2026 The Brands Guests Continue to Count On: Three Hilton Brands Again Rank No. 1 in JD Power 2026 Study * Hampton by Hilton, Tru by Hilton and Home2 Suites by Hilton ranked highest in guest satisfaction within their respective segments, continuing a multi-year track record of securing the top position. * The 30th annual study surveyed more than 44,000 branded hotel guests across North America, making it one of the hospitality industry's leading benchmarks for guest satisfaction. MCLEAN,Va. - Hilton (NYSE: HLT) once again has earned top recognition in the JD Power 2026 North America Hotel Guest Satisfaction Study, with Hampton by Hilton, Tru by Hilton and Home2 Suites by Hilton each ranking highest in guest satisfaction within their respective segments. The recognition demonstrates Hilton's ongoing commitment to delivering reliable, high-quality stays and exceptional service across its award-winning brand portfolio.
"Whether for leisure or business, today's travelers all value an experience they can depend on," said Alexandra Jaritz, senior vice president, global category head, All Suites & Focused Service, Hilton. "Earning the highest guest satisfaction ranking across three segments reflects the strength of Hampton, Tru and Home2 Suites, the dedication of our hotel teams and the trust guests continue to place in our brands. We earn and build that trust one stay at a time, and we're proud to create experiences guests feel confident choosing again and again."
Each of the award-winning brands serves a different traveler and travel occasion, and all share the same commitment to delivering reliable service, thoughtful amenities and experiences guests know they can trust.
Hampton by Hilton - Highest-Ranked Upper Midscale Brand for Guest Satisfaction
Hampton by Hilton earned the highest ranking in the Upper Midscale segment for the second consecutive year. As one of the world's most recognized hotel brands, Hampton has built its reputation on delivering the consistent experience guests expect through friendly service, complimentary hot breakfast featuring the brand's signature Hampton waffle and the confidence of the 100% Hampton Guarantee. With more than 3,000 hotels globally, Hampton continues to be a trusted choice for business and leisure travelers alike.
Tru by Hilton - Highest-Ranked Midscale Brand for Guest Satisfaction
Tru by Hilton ranked highest in the Midscale segment, earning the top ranking for the fourth consecutive year. Since entering the category, Tru has redefined what travelers expect from a Midscale hotel by pairing intuitive design, vibrant social spaces and modern amenities with an affordable price point. Designed around the essentials today's travelers value most, Tru continues to resonate with cross-generational guests seeking a stay that is simple, spirited and consistently reliable.
Home2 Suites by Hilton - Highest-Ranked Upper Midscale/Midscale Extended Stay Brand for Guest Satisfaction
Home2 Suites by Hilton earned the highest ranking in the Upper Midscale/Midscale Extended Stay, marking its fourth consecutive No. 1 ranking. Designed to help guests maintain their routines while on the road, Home2 Suites combines spacious suites with flexible living spaces and in-suite kitchens, complimentary breakfast, pet-friendly accommodations and thoughtful amenities that make longer stays feel comfortable and convenient. Whether traveling for work, relocating or taking a long vacation, Home2 Suites continues to offer the flexibility, comfort and home-like amenities guests value most during longer stays.
The JD Power 2026 North America Hotel Guest Satisfaction Study marks the study's 30th year and is based on responses from more than 44,000 branded hotel guests for stays between May 2025 and May 2026. The study evaluates guest satisfaction across seven key dimensions: guest room, food and beverage, hotel facility, hotel staff, hotel connectivity, value for price paid, and check-in/check-out.
For more information about Hilton's award-winning brands, visit hilton.com.
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FAQ: Hilton Brands Rank Highest Across Three Segments in JD Power 2026 North America Hotel Guest Satisfaction Study
What is the JD Power North America Hotel Guest Satisfaction Study?
The JD Power North America Hotel Guest Satisfaction Study is an annual study that measures overall guest satisfaction across hotel brands in North America. The 2026 study marks its 30th year and is based on responses from more than 44,000 branded hotel guests who stayed between May 2025 and May 2026. Guest satisfaction is measured across seven key dimensions: guest room, food and beverage, hotel facility, hotel staff service, hotel connectivity, value for price paid, and check-in/check-out.
Which Hilton brands were recognized in the JD Power Study?
Hampton by Hilton ranked highest in the Upper Midscale segment, Tru by Hilton ranked highest in the Midscale segment, and Home2 Suites by Hilton ranked highest in the Upper Midscale/Midscale Extended Stay segment. In total, 15 Hilton brands were evaluated in the 2026 study, with 11 performing at or above their respective segment average.
How were the rankings determined in the JD Power Study?
The 2026 study surveyed more than 44,000 branded hotel guests across North America and evaluates guest satisfaction across seven key aspects of the hotel experience: guest room, food and beverage, hotel facility, hotel staff, hotel connectivity, value for price paid, and check-in/check-out.
What does "highest-ranked" mean in the JD Power Study?
A highest-ranked brand received the highest overall customer satisfaction score within its hotel segment in the JD Power 2026 North America Hotel Guest Satisfaction Study.
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About Hilton
Hilton (NYSE: HLT) is a leading global hospitality company with a portfolio of 28 world-class brands comprising more than 9,400 properties and nearly 1.4 million rooms, in 144 countries and territories. Dedicated to fulfilling its founding vision to fill the earth with the light and warmth of hospitality, Hilton has welcomed over 4 billion guests in its more than 100-year history. Named as the No. 1 World's Best Workplace by Great Place to Work and Fortune, Hilton aims to create the best culture for its 500,000 team members around the world. Hilton has introduced industry-leading technology enhancements to improve the guest experience, including Digital Key Share, automated complimentary room upgrades and the ability to book confirmed connecting rooms. Through the award-winning guest loyalty program Hilton Honors, the more than 260 million Hilton Honors members who book directly with Hilton can earn Points for hotel stays and experiences money can't buy. With the free Hilton Honors app, guests can book their stay, select their room, check in, unlock their door with a Digital Key and check out, all from their smartphone. Visit stories.hilton.com for more information, and connect with Hilton on Facebook, X, LinkedIn, Instagram and YouTube.
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About Hampton by Hilton
As the No. 1 ranked lodging franchise for the last 17 years by Entrepreneur(R), Hampton by Hilton -- including Hampton Inn by Hilton and Hampton Inn & Suites by Hilton -- serves quality-driven and value-conscious travelers at more than 3,200 properties in 46 countries and territories around the globe. The brand continues to lead its segment by providing guests with high quality, thoughtfully designed accommodations and amenities, such as modern, spacious rooms and free hot breakfast featuring the signature Hampton Waffle. Hampton by Hilton is committed to delivering an exceptionally friendly and authentic service, all backed by the 100% Hampton Guarantee(TM). Experience a best-in-class stay at Hampton by Hilton by booking at hampton.com or through the industry-leading Hilton Honors app. Hilton Honors members who book directly through preferred Hilton channels have access to instant benefits. Learn more about Hampton by Hilton at stories.hilton.com/hampton, and follow the brand on Facebook, Instagram and X.
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About Tru by Hilton
Tru by Hilton is a game-changing hotel brand with nearly 350 open locations across the Americas and Vietnam, providing guests with a consistent, fun experience at an affordable price. Spirited, simplified and grounded in value, Tru by Hilton is designed for cross-generational appeal. Intuitively designed modern guestrooms feature rolling desks, oversized windows for natural light and bright, spacious bathrooms. Guests can enjoy complimentary hot breakfast at the Top It breakfast bar, featuring a signature automatic pancake maker. Premium snacks, light meal options and single-serve wine and beer (at most locations) are available for purchase at the 24/7 Eat. & Sip. market. Experience a positive stay at Tru by Hilton by booking at trubyhilton.com or through the industry-leading Hilton Honors app. Hilton Honors members who book directly through preferred Hilton channels have access to instant benefits. Learn more about Tru by Hilton at stories.hilton.com/trubyhilton, and follow the brand on Facebook and Instagram.
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About Home2 Suites by Hilton
Home2 Suites by Hilton, one of the fastest growing brands in Hilton's history, is a mid-tier, all-suite, award-winning extended-stay hotel concept designed to offer stylish accommodations with flexible guest room configurations and home-like amenities for value-conscious guests and their pets. With a commitment to environmentally-minded products and hotel operations, Home2 Suites by Hilton offers complimentary hot breakfast, innovative and customizable guestroom designs, laundry and fitness areas, multiple outdoor spaces, expansive community spaces and pet-friendly environments. Home2 Suites by Hilton has more than 900 open hotels with nearly 750 hotels in development. Experience a positive stay at Home2 Suites by Hilton by booking at home2suites.com or through the industry-leading Hilton Honors app. Hilton Honors members who book directly through preferred Hilton channels have access to instant benefits. Learn more about Home2 Suites by Hilton at stories.hilton.com/home2suites, and follow the brand on Facebook and Instagram.
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Original text here: https://stories.hilton.com/releases/three-hilton-brands-again-rank-no-1-in-jd-power-2026-study
[Category: BizTravel]