Featured Stories
Littler: DOL Reinforces Withdrawal of 80/20 Rule for Tipped Employees
SAN FRANCISCO, California, Oct. 21 -- Littler, a law firm, issued the following news:
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DOL Reinforces Withdrawal of 80/20 Rule for Tipped Employees
By Daniel B. Boatright and David Jordan
October 20, 2026
In the latest development involving the so-called "80/20 Rule" for tipped employees, the U.S. Department of Labor (DOL) has taken another step toward elimination of the rule by formally withdrawing three opinion letters that served as the basis for the rule.
Since 1966, the federal Fair Labor Standards Act (FLSA) has permitted employers to pay "tipped employees" a lower minimum wage
... Show Full Article
SAN FRANCISCO, California, Oct. 21 -- Littler, a law firm, issued the following news:
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DOL Reinforces Withdrawal of 80/20 Rule for Tipped Employees
By Daniel B. Boatright and David Jordan
October 20, 2026
In the latest development involving the so-called "80/20 Rule" for tipped employees, the U.S. Department of Labor (DOL) has taken another step toward elimination of the rule by formally withdrawing three opinion letters that served as the basis for the rule.
Since 1966, the federal Fair Labor Standards Act (FLSA) has permitted employers to pay "tipped employees" a lower minimum wageand take a "tip credit" to satisfy the FLSA's minimum wage requirement. A "tipped employee" is "any employee engaged in an occupation in which he customarily and regularly receives more than $30 a month in tips." 29 U.S.C. Sec. 203(t).
In 1967, the DOL issued a "dual jobs" regulation that recognized the reality that an employee may be employed to perform two or more distinct jobs for the same employer, and that a tip credit may only be taken for work in an occupation in which the employee customarily and regularly receives at least $30 per month in tips. The "dual jobs" regulation also provides that a tipped employee may perform related duties, such as cleaning and setting tables, that need not be directed toward producing tips. 29 C.F.R. Sec. 531.56(e).
Through opinion letters issued in 1979, 1980, and 1985, and as formalized in 1988 in the DOL's Field Operations Handbook, the DOL took the position that the tip credit was not available when tipped employees devoted more than 20% of their time to non-tip-producing activities. This position came to be known as the "80/20 Rule."
Beginning in 2009, the DOL's position on the 80/20 Rule began to fluctuate with different presidential administrations. In 2021, the DOL issued a final regulation that adopted the 80/20 Rule and added a 30-minute restriction on non-tip-producing work by tipped employees.
On August 23, 2024, in Restaurant Law Center v. U.S. Department of Labor, the U.S. Court of Appeals for the Fifth Circuit vacated the "80/20/30 Rule," finding it was inconsistent with the text of the FLSA, and was arbitrary and capricious. The Fifth Circuit criticized the 80/20/30 framework because it impermissibly "disaggregate[d] the component tasks of a single occupation." The Fifth Circuit concluded that the Rule was invalid because it strayed too far from "the FLSA's focus on employees' occupations rather than on their discrete pursuit of tips." The Fifth Circuit noted, however, that the 1967 "dual jobs" regulation was a permissible interpretation of the FLSA because it focused on whether the employee performed tasks for a separate occupation, not on the amount of time spent on untipped tasks.
On January 15, 2025, the DOL removed reference to the 80/20 Rule from its Field Operations Handbook and replaced it with reference to the 1967 dual jobs regulation. See DOL Field Operations Handbook 30d06.
On October 19, 2026, the DOL issued a Field Assistance Bulletin (FAB) formally withdrawing the 1979, 1980, and 1985 opinion letters that served as the genesis for the 80/20 Rule. In so doing, the DOL stated "the 1979, 1980, and 1985 opinion letters no longer reflect [DOL] policy and, in some respects, do not accurately state the law. All are hereby withdrawn. This FAB confirms that any guidance that contemplates specific time limits on duties performed within a tipped occupation no longer reflects [DOL] policy." DOL FAB No. 2026-1.
The FAB also noted that the DOL is working on a proposed regulation related to tipped employees, and invites comments once it is published.
Takeaways
This action further reinforces DOL's effort to end the 80/20 Rule across the country. Employers should remain cautious, however. While the Fifth Circuit vacated the 2021 Final Rule in its entirety (rejecting both the 80/20 Rule and the 30-minute cutoff as inconsistent with the FLSA), some courts outside the Fifth Circuit (Texas, Louisiana and Mississippi) might choose to disregard the DOL's current interpretation and look instead to caselaw that developed around the 80/20 Rule over the several decades preceding the 2021 Final Rule.
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Authors
Daniel B. Boatright
Office Managing Shareholder
Kansas City
dboatright@littler.com
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David B. Jordan
Shareholder
Houston
djordan@littler.com
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Original text here: https://www.littler.com/news-analysis/asap/dol-reinforces-withdrawal-8020-rule-tipped-employees
[Category: BizLaw/Legal]
Herbert Smith Freehills Kramer Advises DKSH on Its Acquisition of NewBridge Pharmaceuticals
NEW YORK, Oct. 21 -- Herbert Smith Freehills Kramer LLP, a law firm, issued the following news:
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Herbert Smith Freehills Kramer advises DKSH on its acquisition of NewBridge Pharmaceuticals
20 Oct 2026
Leading global law firm Herbert Smith Freehills Kramer has advised DKSH, a leading provider of market expansion services, on its acquisition of NewBridge Pharmaceuticals, a Dubai-headquartered healthcare commercialisation platform focused on specialty and rare disease medicines in the Middle East and North Africa (MENA).
The proposed transaction is an important step in DKSH's strategy
... Show Full Article
NEW YORK, Oct. 21 -- Herbert Smith Freehills Kramer LLP, a law firm, issued the following news:
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Herbert Smith Freehills Kramer advises DKSH on its acquisition of NewBridge Pharmaceuticals
20 Oct 2026
Leading global law firm Herbert Smith Freehills Kramer has advised DKSH, a leading provider of market expansion services, on its acquisition of NewBridge Pharmaceuticals, a Dubai-headquartered healthcare commercialisation platform focused on specialty and rare disease medicines in the Middle East and North Africa (MENA).
The proposed transaction is an important step in DKSH's strategyand will expand DKSH Healthcare into the MENA region and strengthen its capabilities across healthcare commercial outsourcing and life sciences services.
The transaction is subject to customary regulatory approvals and is expected to complete during the first quarter of 2027.
The Herbert Smith Freehills Kramer team was led by Head of Middle East Corporate Chris Walters, supported by Head of Life Sciences Alan Montgomery, Corporate partner Anna Szyndler, senior associates Nicola Halliday and Faria Ali, and associate Alex Hamilton. The wider team included Veronica Roberts, Max Kaufman and Brigitte Samaha (Regulatory), Josh Lom, James Tryfonos and Isha Goel (Tax), Susannah Cogman, Eleanor Swift, Rebecca Critchley and Clare Wandless (Compliance), Frank Thompson and Thomas Eden (Insurance) and other team members from the firm's Digital Legal Delivery team. UBS acted as financial adviser to DKSH.
Head of Middle East Corporate Chris Walters commented: "We are delighted to have supported DKSH on this strategically significant acquisition, which highlights the growing importance of the MENA region in global healthcare and life sciences and the rising demand for platforms that support the commercialisation of innovative therapies. It demonstrates our ability to bring together cross-border corporate and sector expertise to support clients on complex strategic transactions."
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URL: DKSH
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Original text here: https://www.hsfkramer.com/news/2026-10/hsf-kramer-advises-the-dksh-on-its-acquisition-of-newbridge-pharmaceuticals
[Category: BizLaw/Legal]
G.E. Vernova: Second Wind - This Squad Is Rejuvenating America's Wind Turbine Fleets, Not Tearing Them Down
CAMBRIDGE, Massachusetts, Oct. 21 -- G.E. Vernova, an energy company, posted the following news release:
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Second Wind: This Squad Is Rejuvenating America's Wind Turbine Fleets, Not Tearing Them Down
October 20, 2026
Nobody blinks when a decades-old office tower gets a facelift. New elevators, heating, and plumbing give the owner a high-performing, future-proof building at a fraction of the cost of building new -- and eliminate much of the new construction red tape. Doing the same for another kind of skyscraper, an aging wind turbine, used to be far more rare. Owners could swap out aging
... Show Full Article
CAMBRIDGE, Massachusetts, Oct. 21 -- G.E. Vernova, an energy company, posted the following news release:
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Second Wind: This Squad Is Rejuvenating America's Wind Turbine Fleets, Not Tearing Them Down
October 20, 2026
Nobody blinks when a decades-old office tower gets a facelift. New elevators, heating, and plumbing give the owner a high-performing, future-proof building at a fraction of the cost of building new -- and eliminate much of the new construction red tape. Doing the same for another kind of skyscraper, an aging wind turbine, used to be far more rare. Owners could swap out agingparts for replacements, but they rarely changed the machine's silhouette. That changed in 2016, when GE Vernova proved that you could also fit existing wind turbines with the latest and greatest technology to generate more energy, quickly.
Lauren Wyant, an Illinois-based Wind Services commercial leader at GE Vernova, remembers the day when she and her engineering team proved it could be done. It was a midsummer morning in Texas, and the first cranes were rolling into a large onshore wind farm to revamp its turbines by upsizing their rotors -- the three blades connected by a hub. Wyant recalls that the team had "done everything we needed to do to feel comfortable on paper." Their homework paid off, and within months, they'd beefed up all 74 turbines on the site, chalking off the world's first-ever "partial repowering" of an entire wind farm that included an increase in rotor diameter. "We had our proof to say, 'We can do this,'" recalls Wyant.
A decade later, GE Vernova has done the same for well over 6,000 wind turbines across the United States, practically writing the wind industry's repowering playbook. Just as with a high-rise retrofit, its engineers can preserve the main infrastructure of wind turbines nearing the end of their original design life -- a turbine's concrete foundations, steel towers, and electrical equipment -- while upgrading the rotor and drivetrain, the components that determine performance, with GE Vernova's workhorse technology.
GE Vernova CEO Scott Strazik noted in the company's most recent Annual Report that its installed base of more than 59,000 turbines represents a massive strategic advantage: "We see an immediate opportunity to repower tens of gigawatts of aging assets ... delivering up to a 20% to 30% increase in annual energy production for our customers using existing grid interconnections. GE Vernova is uniquely positioned and ready to execute on this challenge."
Beyond Scrap and Rebuild
Partial repowering has many advantages over the traditional scrap-and-rebuild method. These advantages rest on four principles: increased production, improved reliability, extended life, and lower operation and maintenance costs. A partially repowered wind turbine is back up and running in just a couple of days, rather than months. That allows a wind farm operator to sell tens of thousands of "extra" megawatt-hours of carbon-free generation. Partial repowering also often spares owners and operators from the painstaking paperwork required for new projects, such as decommissioning permits and modified grid agreements.
Front-end modifications to the turbine focus on upsizing the rotor, with new, longer blades that catch lower-speed winds, allowing them to generate more electricity. The process also typically extends the operating life of turbines by upwards of 20 years.
Helping to spearhead GE Vernova's wind repowering mission with Wyant was David Ash, a veteran wind product manager based in Schenectady, New York. Ash, who learned the art of repowering from his experience with heavy-duty gas turbines in the 1990s, laid down the gauntlet to Wyant and the team in mid-2016.
"I wanted the biggest rotor possible without tipping the tower over or digging trenches next to the turbine," he says. "I left it to them to figure out how big."
Wyant and her team rose to the challenge. "We'd already learned so much about how wind impacts a turbine in the previous decade and embedded that into our technology and our fatigue assessments," she explains. "We were ready to go bigger and better."
A New Lease on Life
GE Vernova engineers have been repowering thermal power plants for years. This makes sense, as new gas turbines and supporting infrastructure such as roads, foundations, and substations can easily run into the hundreds of millions of dollars.
"You'd never tear down gas turbines and put larger ones in their place," says Ash. "You continually upgrade them and improve their performance over their life cycle."
As renewables and commercial wind power generation grew rapidly in the early 2010s, GE Vernova's engineers wondered if they could bring the same philosophy to onshore wind fleets. "We asked ourselves: Why are we letting these assets run out?" says Ash. "Could we extend their lifetime and also improve their performance capabilities?"
The engineers began running the numbers on the rotors, calculating how increasing blade length would increase their swept area. Their math checked-out, but it presented an engineering conundrum. Could they supersize the blades if everything else -- the turbine's foundations, steel tower, and machine head -- stayed the same?
"That 15-year-old infrastructure needed to withstand this new larger rotor," says Ash. Thanks to rapid advances in manufacturing and material science, wind turbine blades were getting larger, but also lighter.
"In 2016, we were light-years ahead of where we were in 2006," says Dan Messier, the Schenectady, New York-based current product line leader for Repower.
Finding a Formula
GE Vernova turned to Wyant and the team, who set about answering Ash's "How big can we go?" question. Very soon, they were churning out insights about fatigue load and aeroelasticity from mountains of historical data.
"We worked out we could go from 77-meter rotor diameter to 87-meter diameter to start, and eventually we made it to 97 meters," says Wyant. They calculated how to pitch and yaw the longer blades for optimal safety, mechanical load, and power output. They figured out they'd also need to upgrade rotor components downstream of the spinning blades, such as the pitch bearings, the main shaft, and the gearbox.
America's diverse geography was another challenge. "How do you take 10 years of different wind speeds in Texas, Nebraska, or Iowa and model it for the next two decades?" asks Wyant. The team consulted greenfield engineers, component gurus, and mechanical experts to fine-tune their repowering formula.
It didn't take long for the design to obtain third-party certification. "It's not just our team that believes in this," says Wyant. "It's a real product that customers can show their bank manager."
In early 2017 the floodgates opened, with repowering projects landing on Wyant's desk from all across the Lone Star State. In the 18 months after July 2016, they repowered 1,100 turbines.
"We were off to the races," says Ash.
They've kicked it up a gear since then. Today it takes just two days to partially repower a wind turbine with GE Vernova's workhorse products, which are proven, repeatable technologies that are manufactured and validated at scale. Engineers and field crews can work on four or five turbines simultaneously, meaning a full wind farm could be entirely repowered within weeks. GE Vernova has helped owners and operators in Texas, Nebraska, California, and 14 other states extend the lifetime of wind farms and boost availability.
Ash never doubted that Wyant and the engineering team would come through with the goods. "We're 10 years down the line with repowering," he says. "Lauren and her team said they'd demonstrate the structural capability of these things, and that's exactly what they've done."
Meanwhile, the repowering formula will continue to evolve, says Wyant. "There are so many different baseline turbine models, which means we've developed many different flavors" of repowering, she says. "That just didn't exist 10 years ago," she adds. As a product manager, Messier is keen to emphasize that one thing hasn't changed: "The repowered units were such high quality from the start," he says. "That's still the story a decade later."
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Original text here: https://www.gevernova.com/news/articles/second-wind-squad-rejuvenating-americas-wind-turbine-fleets-not-tearing-them-down
[Category: BizEnergy]
Fisher Phillips Issues Insight: Texas Court Gives Employers More Flexibility to Encourage Employees Not to Compete - 5 Things to Know
ATLANTA, Georgia, Oct. 21 -- Fisher Phillips, a law firm, issued the following Insight:
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Texas Court Gives Employers More Flexibility to Encourage Employees Not to Compete: 5 Things to Know
Oct 20, 2026
Texas employers recently got a win when a state appellate court held that a contract provision giving an employee the option of receiving a benefit by not competing with their employer is not a true "non-compete agreement." The August 6 decision in Healing Hearts Clinic v. Ramineni means that contracts that give employees a financial incentive not to compete don't have to meet the reasonableness
... Show Full Article
ATLANTA, Georgia, Oct. 21 -- Fisher Phillips, a law firm, issued the following Insight:
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Texas Court Gives Employers More Flexibility to Encourage Employees Not to Compete: 5 Things to Know
Oct 20, 2026
Texas employers recently got a win when a state appellate court held that a contract provision giving an employee the option of receiving a benefit by not competing with their employer is not a true "non-compete agreement." The August 6 decision in Healing Hearts Clinic v. Ramineni means that contracts that give employees a financial incentive not to compete don't have to meet the reasonablenessrequirements that generally apply to non-competes in the state. This ruling clears the way for Texas employers to use such "forfeiture provisions" as a carrot rather than having to resort to the stick of a true non-compete when it comes to protecting your business. What are the five things you need to know about this key decision?
The Nature of the Contract Provision at Issue
Rajesh Ramineni was a physician who alleged that his Texas employer - Healing Hearts Clinic - failed to pay 50% of his accounts receivable following his resignation and sale of his shares. The shareholder agreement at issue contained a provision allowing for the additional payment if the employee retired from the active practice of cardiology or continued to practice cardiology outside a 20-mile radius of his employer's principal office. The additional payment would be made approximately one year and 30 days after the employee gave notice (assuming he complied with the non-compete).
Ramineni was also bound by a separate non-compete provision restricting competitive activities within a 20-mile radius of the Clinic for a period of two years, with a buyout provision that complied with Texas law (read more here on recent changes to non-compete agreements for healthcare employees in Texas).
Ramineni paid the required amount to buy out that non-compete provision and immediately began practicing as a cardiologist in the neighborhood across from the Clinic's main office. In light of the buyout, the Clinic did not attempt to stop him from practicing across the street. But it refused to pay Ramineni 50% of his accounts receivable since he did not meet the condition to receive it under the shareholder agreement. This prompted Ramineni to sue for breach of contract.
Appellate Court Says a Forfeiture Clause is Not a Non-Compete
The trial court sided with Ramineni, finding that the forfeiture provision in the shareholder agreement was an unenforceable non-compete and the Clinic breached the agreement by not making the additional payment. The appellate court reversed, finding that the forfeiture provision in the shareholder agreement offered Ramineni an unvested benefit he was not otherwise entitled to receive, giving him a financial incentive not to compete.
The provision was a "permissible choice" under Texas general contract law. It was not a restraint on the employee's ability to compete, which is governed by the Texas Covenants Not to Compete Act. Thus, the provision did not prohibit Ramineni from competing within 20 miles. It simply required him to give up the additional, unearned payment if he chose to do so.
This decision greatly expands the application of a Texas Supreme Court opinion in 2014 that applied the same logic to forfeiture provisions in non-contributory profit-sharing plans that offer an additional unvested equity award to incentivize non-compete compliance.
5 Key Takeaways for Texas Businesses
1. Does a forfeiture provision need to meet the same statutory requirements as true non-competes? No. The court did not treat this type of forfeiture provision as a non-compete under the Texas Covenants Not to Compete Act. A properly structured and worded forfeiture provision does not have to be tied to another enforceable agreement, such as a non-disclosure agreement. Nor does it have to meet the same reasonableness requirements for duration, geographic distance, and scope of activities, or adhere to the healthcare-specific requirements under the act. With that said, there are likely some limits that can be drawn from other general contract principles, but courts have yet to flesh those out in this particular context.
2. Can a forfeiture provision provide protection from competitive activity for employers? Yes. This opinion highlights an additional avenue for employers to discourage employees from competing or poaching customers and employees. However, a forfeiture provision does not operate as an enforceable non-compete. Instead, it gives employees an incentive not to compete, which they can freely choose to forego. Thus, unlike traditional non-competes, employees are not breaching the contract by competing and courts cannot enforce forfeiture provisions through a restraining order or injunction.
3. Are forfeiture provisions only available for physicians? No. While the employee in this case was a physician, that fact was incidental to the court's decision, so the same legal logic would apply in other contexts.
4. What other types of contracts could contain forfeiture provisions? Because the court's reasoning did not depend on the forfeiture provision being part of a shareholder agreement, similar forfeiture provisions can be used in standard employment agreements, bonus agreements, and other employment-related contracts. Further, the court may also have opened the door to utilizing them in separation and settlement agreements, which would be important as an additional mechanism for incentivizing compliance with existing non-competes or for creating new ones.
5. Should you eliminate non-competes in favor of forfeiture provisions? It depends on the situation. There are pros and cons to each approach, and in some cases, it may make sense to use both for the same employee, possibly in different agreements. You should consult with your attorney to determine the best options for your business.
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Related People
Collin K. Brodrick
Partner
cbrodrick@fisherphillips.com
214/220-8332
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Jonathan Crook
Partner
jcrook@fisherphillips.com
704/334-9313
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Original text here: https://www.fisherphillips.com/en/insights/insights/texas-court-gives-employers-more-flexibility-to-encourage-employees-not-to-compete
[Category: BizLaw/Legal]
FIS Announced New Date for Q3 Earnings of November 4, 2026
JACKSONVILLE, Florida, Oct. 21 -- FIS, a financial technology company, issued the following news release:
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FIS Announced New Date for Third Quarter Earnings of November 4, 2026
JACKSONVILLE, Fla., October 20, 2026 - FIS(R) (NYSE: FIS) (NYSE: FIS), a global leader in financial services technology, today announced that its third quarter 2026 financial results conference call has been rescheduled from Tuesday, November 3rd to Wednesday, November 4th, prior to market open.
The new date is intended to better accommodate the schedules of investors and analysts and to allow broader participation
... Show Full Article
JACKSONVILLE, Florida, Oct. 21 -- FIS, a financial technology company, issued the following news release:
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FIS Announced New Date for Third Quarter Earnings of November 4, 2026
JACKSONVILLE, Fla., October 20, 2026 - FIS(R) (NYSE: FIS) (NYSE: FIS), a global leader in financial services technology, today announced that its third quarter 2026 financial results conference call has been rescheduled from Tuesday, November 3rd to Wednesday, November 4th, prior to market open.
The new date is intended to better accommodate the schedules of investors and analysts and to allow broader participationfrom the investment community.
All previously announced conference and webcast details remain unchanged. The company will sponsor a live webcast of its earnings conference call with the investment community beginning at 8:30 a.m. (EST) the same day.
To access the webcast, go to the Investor Relations section of FIS' homepage, www.fisglobal.com. A replay will be available after the conclusion of the live webcast.
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About FIS
FIS is a financial technology company providing solutions to financial institutions and businesses globally. We unlock financial technology to the world across the money lifecycle underpinning the world's financial system. Our people are dedicated to advancing the way the world pays, banks and invests, by helping our clients to confidently run, grow, and protect their businesses. Headquartered in Jacksonville, Florida, FIS is a member of the Fortune 500(R) and the Standard & Poor's 500(R) Index.
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Original text here: https://www.fisglobal.com/about-us/media-room/press-release/2026/fis-announced-new-date-for-third-quarter-earnings-of-november-4-2026
[Category: BizFinancial Services]
Cooley Advised Rebel Girls on Acquisition By Her Campus Media
PALO ALTO, California, Oct. 21 -- Cooley, a law firm, issued the following news release:
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Cooley Advised Rebel Girls on Acquisition By Her Campus Media
October 20, 2026
Cooley advised Rebel Girls, the trailblazing global, multi-platform media brand dedicated to helping raise the most inspired and confident generation of girls, on its acquisition by Her Campus Media, the leading media company dedicated to empowering, uplifting, and supporting college women. Moving forward, the combined enterprise will establish a multigenerational storytelling platform that supports audiences across key
... Show Full Article
PALO ALTO, California, Oct. 21 -- Cooley, a law firm, issued the following news release:
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Cooley Advised Rebel Girls on Acquisition By Her Campus Media
October 20, 2026
Cooley advised Rebel Girls, the trailblazing global, multi-platform media brand dedicated to helping raise the most inspired and confident generation of girls, on its acquisition by Her Campus Media, the leading media company dedicated to empowering, uplifting, and supporting college women. Moving forward, the combined enterprise will establish a multigenerational storytelling platform that supports audiences across keylife stages. In addition, through its social impact partnership with Room to Read, the combined platform will extend the reach of inspiring content to girls in historically under-resourced communities around the world.
The transaction was announced publicly in this press release (https://www.hercampusmedia.com/press-release/2026/10/20/her-campus-media-acquires-rebel-girls).
Tara Capsuto, Lucas Wherry, and Brionne Frazier led the team advising Rebel Girls.
Addison Pierce, Jonathan Rivinus, Ben Beerle, and Blake Martell provided invaluable support.
Cooley previously advised Rebel Girls on its Series Seed and Series A financings.
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About Cooley LLP
Clients partner with Cooley on transformative deals, complex IP and regulatory matters, and high-stakes litigation.
Cooley has nearly 1,400 lawyers across 19 offices in the United States, Asia and Europe, and a total workforce of more than 3,000 people.
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URL: Rebel Girls
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Original text here: https://www.cooley.com/news/coverage/2026/2026-10-20-cooley-advised-rebel-girls-on-acquisition-by-her-campus-media
[Category: BizLaw/Legal]
'Love is Blind Habibi' Is Back on Netflix: Season 2 Arrives on November 12
LOS GATOS, California, Oct. 21 -- Netflix, a content provider, issued the following news:
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'Love is Blind Habibi' Is Back on Netflix: Season 2 Arrives on November 12
20 October 2026
13 men. 14 women. One shot at forever. The Arab world's favourite experiment to find out if love is truly blind reveals the participants of hopeful romantics!
Habibis, we're back! Did you miss us? Because we missed you!
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After taking the Arab world by storm and giving audiences all the butterflies, drama, heartbreak, happily ever after and unforgettable moments, International Emmy-nominated Love is Blind
... Show Full Article
LOS GATOS, California, Oct. 21 -- Netflix, a content provider, issued the following news:
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'Love is Blind Habibi' Is Back on Netflix: Season 2 Arrives on November 12
20 October 2026
13 men. 14 women. One shot at forever. The Arab world's favourite experiment to find out if love is truly blind reveals the participants of hopeful romantics!
Habibis, we're back! Did you miss us? Because we missed you!
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After taking the Arab world by storm and giving audiences all the butterflies, drama, heartbreak, happily ever after and unforgettable moments, International Emmy-nominated Love is BlindHabibi is back for a second season on Netflix, launching globally on November 12. And if you thought love was complicated the first time around, just wait until you see what's behind these doors.
The pods are reopening, bringing together a fresh group of singles from across the Arab world, hailing from countries including Algeria, Bahrain, Egypt, Iraq, Jordan, Kuwait, Lebanon, Morocco, Saudi Arabia, Sudan, Syria, and Tunisia. Each brings their own unique stories, personalities and background with the hope of finding their forever person. Ready to take the leap of faith, these hopeful romantics are embarking on an unforgettable journey to find genuine connections that go beyond physical appearances. New faces, new love stories and a whole new rollercoaster of emotion, Season 2 promises to turn up the romance, raise the stakes and put love to the ultimate test.
But finding your soulmate is only half the test. What happens when the pod doors open and reality sets in? Can love survive the expectations of family, the weight of tradition and the complexities of modern courtship? Or will some love stories end before they even begin?
Hosted by beloved Arab celebrity couple Rym Saidi and Wissam Braidy, the 10 episode series blends the magic of romance with the region's cultural landscape and a fresh batch of singles ready to take the ultimate leap of faith in the name of love: saying "I do".
Hearts are open, stakes are high and the pods are ready. Are you ready to fall in love all over again?
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Original text here: https://about.netflix.com/en/news/love-is-blind-habibi-is-back-on-netflix-season-2-arrives-on-november-12
[Category: Media]
