Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Ryan Udell Named Finalist for Most-Effective Dealmakers Award
PHILADELPHIA, Pennsylvania, May 4 [Category: BizLaw/Legal] -- Ballard Spahr, a law firm, posted the following news release:
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Ryan Udell Named Finalist for Most-Effective Dealmakers Award
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Ballard Spahr Corporate Partner and Life Sciences Industry Team Co-Leader Ryan J. Udell has been named as a finalist for The Legal Intelligencer' s 2026 Most-Effective Dealmakers Award.
The Most-Effective Dealmakers honor is part of The Legal Intelligencer 's annual Pennsylvania Legal Awards and recognizes attorneys in Pennsylvania and Delaware who have shown remarkable legal and business acumen in
... Show Full Article
PHILADELPHIA, Pennsylvania, May 4 [Category: BizLaw/Legal] -- Ballard Spahr, a law firm, posted the following news release:
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Ryan Udell Named Finalist for Most-Effective Dealmakers Award
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Ballard Spahr Corporate Partner and Life Sciences Industry Team Co-Leader Ryan J. Udell has been named as a finalist for The Legal Intelligencer' s 2026 Most-Effective Dealmakers Award.
The Most-Effective Dealmakers honor is part of The Legal Intelligencer 's annual Pennsylvania Legal Awards and recognizes attorneys in Pennsylvania and Delaware who have shown remarkable legal and business acumen inachieving their clients' goals and seeing business deals through from beginning to completion.
This recognition is the latest professional honor for Ryan, who was also recently featured as a "Life Sciences Star" by LMG Life Sciences for his work in Mergers and Acquisitions. In his practice, Ryan advises companies throughout the corporate life cycle-and across industry sectors-in mergers, acquisitions, sales, licensing, and capital raising. He helps emerging growth companies to secure financing and represents angel and venture capital investors in debt and equity transactions, and is particularly known for his work in the technology industry. With a deep knowledge of business and an extensive professional network, Ryan helps connect companies to funding sources, identify challenges before they become problems, and develop practical, customized solutions that meet their business goals.
The complete list of Pennsylvania Legal Awards winners and finalists can be viewed here. The official awards dinner where the winners will be announced will take place on June 11 in Philadelphia.
For media inquiries, please contact Will Ashenmacher at 612.371.5792.
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Original text here: https://www.ballardspahr.com/insights/news/2026/05/ryan-udell-named-finalist-for-most-effective-dealmakers-award
Gibson Dunn Grows in Riyadh With Leading M&A Partner Waleed Rasrommani
LOS ANGELES, California, May 3 [Category: BizLaw/Legal] -- Gibson, Dunn and Crutcher, a law firm, issued the following news:
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Gibson Dunn Grows in Riyadh With Leading M&A Partner Waleed Rasrommani
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Gibson Dunn announced today that highly regarded corporate and M&A lawyer Waleed Rasrommani has joined the firm as a partner in its Riyadh office.
Waleed's experience advising on complex transactions in Saudi Arabia and across the Middle East, with a particular focus on the energy, infrastructure, and private capital sectors, deepens further the firm's M&A bench in the region.
"We welcome
... Show Full Article
LOS ANGELES, California, May 3 [Category: BizLaw/Legal] -- Gibson, Dunn and Crutcher, a law firm, issued the following news:
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Gibson Dunn Grows in Riyadh With Leading M&A Partner Waleed Rasrommani
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Gibson Dunn announced today that highly regarded corporate and M&A lawyer Waleed Rasrommani has joined the firm as a partner in its Riyadh office.
Waleed's experience advising on complex transactions in Saudi Arabia and across the Middle East, with a particular focus on the energy, infrastructure, and private capital sectors, deepens further the firm's M&A bench in the region.
"We welcomeWaleed to Gibson Dunn in Riyadh," said Megren Al-Shaalan, Partner in Charge of the firm's Riyadh office. "He is one of the most respected corporate lawyers in the Kingdom, with exceptional market knowledge, strong client relationships, and a proven background advising on complex, high-profile matters aligned with Saudi Arabia's Vision 2030. His arrival builds on our corporate and private capital capabilities in the region. Waleed's focus and insights into inbound and outbound investment flows, as well as his leadership experience and entrepreneurial approach, make him an outstanding addition to our partnership."
"It's the right time to be joining Gibson Dunn given its extraordinary growth and opportunity in Saudi Arabia," said Waleed. "The firm's global corporate and private capital platform, impressive track record in energy and infrastructure, and long-term commitment to the Kingdom make it an ideal team to join."
Gibson Dunn opened in Riyadh in 2023 and has since expanded its presence in the region, most recently with the strategic hiring of capital markets partner Najla Al-Gadi last year. The firm has also taken up a new home in Tadawul Tower, King Abdullah Financial District.
About Waleed Rasrommani
Waleed has considerable experience advising regional and international clients on large-scale public and private transactions, including cross-border M&A, joint ventures, strategic investments, and privatizations. Before joining Gibson Dunn, he was the national managing partner in Saudi Arabia for another international law firm where he led the establishment of the firm's presence in the Kingdom. Prior to practicing law, Waleed gained industry knowledge as a programmer in Silicon Valley, as well as a banker and journalist in the Middle East.
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Original text here: https://www.gibsondunn.com/gibson-dunn-grows-in-riyadh-with-leading-ma-partner-waleed-rasrommani/
Ropes and Gray: In Reuters Article, Emily Oldshue Discussed Factors Driving Fast Pace of Life Sciences Dealmaking
BOSTON, Massachusetts, May 2 -- Ropes and Gray, a law firm, issued the following news:
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In Reuters Article, Emily Oldshue Discussed Factors Driving Fast Pace of Life Sciences Dealmaking
In a Reuters newswire article, mergers & acquisitions partner Emily Oldshue discussed the factors driving the rapid pace of 2026 life sciences acquisitions by large drugmakers to boost their pipelines ahead of upcoming patent losses.
The article said that biotechnology mergers & acquisitions in the first quarter of 2026 hit $84 billion, up from $44.4 billion a year earlier, based on a combination of strategic
... Show Full Article
BOSTON, Massachusetts, May 2 -- Ropes and Gray, a law firm, issued the following news:
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In Reuters Article, Emily Oldshue Discussed Factors Driving Fast Pace of Life Sciences Dealmaking
In a Reuters newswire article, mergers & acquisitions partner Emily Oldshue discussed the factors driving the rapid pace of 2026 life sciences acquisitions by large drugmakers to boost their pipelines ahead of upcoming patent losses.
The article said that biotechnology mergers & acquisitions in the first quarter of 2026 hit $84 billion, up from $44.4 billion a year earlier, based on a combination of strategicurgency, tighter private funding and an uncertain IPO market.
Emily explained that life sciences companies are placing multiple bets and deploying a variety of structures to hedge and spread risks.
The Reuters article notes that Emily led the firm in advising life sciences clients in deals including Lilly in the acquisition of Ajax Therapeutics for up to $2.3 billion, Gilead Sciences in the acquisition of Arcellx for up to $7.8 billion, Novo Nordisk in its $5.2 billion acquisition of Akero Therapeutics, and Pfizer in its $11.6 billion acquisition of Biohaven Pharmaceuticals, immediately following a spin-off of non-core Biohaven assets.
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Attorneys
Emily J. Oldshue
Partner
Boston+1 617 951 7241
Emily.Oldshue@ropesgray.com
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Original text here: https://www.ropesgray.com/en/news-and-events/news/2026/05/in-reuters-article-emily-oldshue-discussed-factors-driving-fast-pace-of-life-sciences-dealmaking
[Category: BizLaw/Legal]
Foley Hoag Named a Best Law Firm to Work For by U.S. News and World Report
BOSTON, Massachusetts, May 2 (TNSrep) -- Foley Hoag, a law firm, issued the following news:
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Foley Hoag Named a Best Law Firm to Work For by U.S. News and World Report
Foley Hoag has again been named to U.S. News and World Report's Best Companies to Work For: Law Firms list. This list is compiled based on the quality of pay and benefits, work-life balance, job stability, physical and psychological comfort, belongingness, and opportunities for professional development.
To calculate the list, U.S. News partnered with SurePoint Technologies and Revelio Labs to gather data, including employee
... Show Full Article
BOSTON, Massachusetts, May 2 (TNSrep) -- Foley Hoag, a law firm, issued the following news:
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Foley Hoag Named a Best Law Firm to Work For by U.S. News and World Report
Foley Hoag has again been named to U.S. News and World Report's Best Companies to Work For: Law Firms list. This list is compiled based on the quality of pay and benefits, work-life balance, job stability, physical and psychological comfort, belongingness, and opportunities for professional development.
To calculate the list, U.S. News partnered with SurePoint Technologies and Revelio Labs to gather data, including employeesentiment and legal market research, to calculate the six metrics used in the list. This is Foley Hoag's second time (https://foleyhoag.com/news-and-insights/news/2024/february/foley-hoag-makes-us-news-world-report-best-companies-to-work-for-law-firms-list/) on the list.
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Original text here: https://foleyhoag.com/news-and-insights/news/2026/april/foley-hoag-named-a-best-law-firm-to-work-for-by-u-s-news-and-world-report/
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Employer Checklist for May 2026
ATLANTA, Georgia, May 2 -- Fisher Phillips, a law firm, issued the following insight on May 1, 2026:
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Employer Checklist for May 2026
Here are the top 10 workplace compliance items you should tackle in May 2026, based on the latest labor and employment law updates:
Equip yourself to respond to employee crises. Since May is Mental Health Awareness Month, it's a good time to train your managers and HR department on how to respond to serious and sensitive situations in the workplace. These eight practical steps can help your business support your employees and meet legal obligations.
* Catch
... Show Full Article
ATLANTA, Georgia, May 2 -- Fisher Phillips, a law firm, issued the following insight on May 1, 2026:
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Employer Checklist for May 2026
Here are the top 10 workplace compliance items you should tackle in May 2026, based on the latest labor and employment law updates:
Equip yourself to respond to employee crises. Since May is Mental Health Awareness Month, it's a good time to train your managers and HR department on how to respond to serious and sensitive situations in the workplace. These eight practical steps can help your business support your employees and meet legal obligations.
* Catchup on the DOL's new joint employer proposal. The DOL just proposed a new rule to give businesses greater clarity and reduced liability around joint employer status under federal wage and hour law. Here's a comprehensive look at the proposal, plus industry-specific snapshots for staffing firms and tech employers.
Shore up your workplace policies for summertime. Whether the sunny season is a slower period or your busiest time of year, it can expose your business to risks related wage and hour compliance, workplace safety, and more. Stay afloat this summer by avoiding these top employer mistakes, and dive deeper with our recent compliance guides on hiring teens, protecting workers from heat dangers, and properly paying tipped employees.
* Don't miss recent changes to I-9 enforcement standards. Federal immigration officials quietly but significantly shifted how they will evaluate Form I-9 violations, and employers will have far less room to avoid penalties for routine administrative mistakes. Here's what changed and what you should do now.
* Keep up with PWFA enforcement trends and pay equity rules. A review of the EEOC's litigation activity related to the Pregnant Workers Fairness Act reveals key employer lessons that can help shape your PWFA compliance strategy. In addition, compliance with pay equity and transparency laws is becoming increasingly complex, and the stakes are getting higher as the penalties for violations rise. Check out our practical employer guide to federal, state, and local pay equity trends.
Reminder for California Employers: Pay data reports for the 2025 reporting cycle are due May 13 - find what's new this year and what's changing in 2027.
* Get to know new NLRB nominee and labor law changes on the horizon. President Trump nominated James Macy on April 13 to fill a vacancy on the National Labor Relations Board, and, if confirmed, the Board will have something it hasn't had since Trump took office: a functioning three-member Republican majority. Here are the top labor policy shifts we expect - even if the changes could still take some time to arrive.
* Learn how a family farm's fight could be a win for all employers. The Supreme Court just picked up a case that will decide whether the DOL is allowed to impose financial penalties on agricultural employers for alleged violations of the H-2A temporary visa program. The case began when a family farm in New Jersey was hit by the agency's demand for over $500K following an investigation into its H-2A practices - but it could end in a huge win for all employers. Learn more here.
* Listen to our latest podcast episodes! New episodes of "The FP5: Five Things for Your 9-5" are released each Thursday, and you can subscribe using your preferred podcast platform. Last month, our attorneys discussed remote work accommodations (April 2), whether your AI chat histories can be used against you in court (April 9), California bills that could reshape workplace law nationwide (April 16), the realities of workplace violence (April 23), and why your cybersecurity playbook is probably outdated (April 30).
* Read more key insights impacting these specific industries:
- Covered entities across sixteen critical infrastructure sectors must prepare for sweeping new federal cybersecurity reporting rules that could soon be finalized (even if slightly later than the original May 2026 target date). Check out our FAQs for Businesses About CIRCIA Regulations to learn more.
- Construction employers should catch up on a new OSHA proposal that would, if finalized, nix a strict deadline for upgrading fixed ladders above 24 feet. Here's what your business needs to know.
- Education & College Sports
- Many educators were surprised to learn of a recent PowerSchool Naviance wiretapping settlement. Here's what your school needs to know.
- A new Alabama law aims to ensure K-12 students are not denied athletic opportunities just because they are enrolled in the state's school choice program that rolled out last year. Here's what this means for private and religious schools in the state.
- President Trump issued an executive order on April 3 that seeks to mandate new eligibility, transfer, and athlete agent regulations for college athletics by August 1 - here's what your athletic department needs to know.
- Federal contractors can learn key lessons from IBM's recent $17 million settlement with the Department of Justice over what the Trump administration deemed "illegal" workplace diversity, equity, and inclusion (DEI) activities. In addition, a minimum wage hike will soon kick in on May 11 for a narrow group of federal contractors.
- Hospitality businesses operating in the 2026 World Cup's host cities should start preparing now and can use our comprehensive checklist as a guide.
- California's new allergen disclosure law will soon take effect on July 1 for many restaurant chains - learn more here.
- Retail employers nationwide face unique challenges related to PWFA compliance. Here are five pitfalls retailers should avoid. Plus, as predictive scheduling laws gain traction across the country, find answers to your top questions.
- MedTech companies and their business customers should pay attention to a recent federal class action privacy lawsuit sparked by an AI company's acquisition of a genetic testing firm. Here's what you need to know.
- Private clubs must manage member harassment risks. Think employment laws don't apply to your private club? Think again. Plus, a recent DOL independent contractor proposal offers clarity to private membership clubs.
- International filmmakers must ensure that cast and crew are properly authorized to work in any chosen location. That's why we created A Producer's Guide to Visa Requirements in Top 5 International Filming Locations.
- Trucking companies should be aware of a recent appeals court ruling - the latest in the saga over whether the Mine Safety and Health Administration has jurisdiction over businesses that provide trucking and hauling to mining operations. Catch up here.
* Check for state-specific updates and upcoming effective dates like these:
- Alabama just joined 20 other states by enacting a comprehensive consumer privacy law, and businesses must get ready to comply with sweeping new obligations that will take effect on May 1, 2027.
- California pay data reports for the 2025 reporting cycle are due May 13, 2026 - find what's new this year and what's changing in 2027. Plus, could a new privacy law coalition help curb digital wiretapping litigation in the state?
- Colorado's impending AI law, which was set to take effect June 30, 2026, was just temporarily blocked by a federal court ruling. Here's what employers should know while we wait for a final resolution.
- Illinois employers with at least 16 employees must be ready to comply with the state's Family Neonatal Intensive Care Leave Act, which kicks in on June 1, 2026.
- The Missouri Supreme Court issued a ruling on April 21 that employers can use as a legitimate procedural tool to help defend against costly workplace claims. Learn what the decision means for your business.
Conclusion
We will continue to monitor developments related to all aspects of workplace law. Make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information. If you have questions, contact your Fisher Phillips attorney.
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Related People
Marty Heller
Partner
404.231.1400
mheller@fisherphillips.com
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Lauren Laing
Legal Content Counsel
412.822.6623
llaing@fisherphillips.com
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Alden J. Parker
Regional Managing Partner
916.210.0404
aparker@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/employer-checklist-for-may-2026
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Colorado's Impending AI Law Thrown Into More Doubt By Court Ruling: What Will Happen Before June 30 Effective Date?
ATLANTA, Georgia, May 2 -- Fisher Phillips, a law firm, issued the following insight on May 1, 2026:
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Colorado's Impending AI Law Thrown Into More Doubt By Court Ruling: What Will Happen Before June 30 Effective Date?
A federal court just ordered Colorado not to enforce the impending AI law set to take effect on June 30 that otherwise would have upended the way employers use AI in the workplace. The April 27 ruling is just the latest roadblock that the long-delayed law has faced, coming off the heels of a March proposal to completely rewrite the bill and delay its effective date until 2027.
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ATLANTA, Georgia, May 2 -- Fisher Phillips, a law firm, issued the following insight on May 1, 2026:
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Colorado's Impending AI Law Thrown Into More Doubt By Court Ruling: What Will Happen Before June 30 Effective Date?
A federal court just ordered Colorado not to enforce the impending AI law set to take effect on June 30 that otherwise would have upended the way employers use AI in the workplace. The April 27 ruling is just the latest roadblock that the long-delayed law has faced, coming off the heels of a March proposal to completely rewrite the bill and delay its effective date until 2027.The court order temporarily blocks the state from taking any enforcement action while protecting employers from any investigation or penalties for any alleged violations that take place until the court can more fully decide on whether the law should be permanently blocked. What do you need to know about Monday's ruling and what should you do while we wait for a final resolution?
Quick Resource Center
* Colorado passed the nation's first comprehensive AI antidiscrimination law in 2024, originally set to take effect February 1, 2026. The law aimed to impose sweeping obligations on both AI developers and the employers deploying those tools, including bias audits, risk impact assessments, and extensive disclosures.
* Almost immediately, the tech and business communities pushed back hard, arguing the requirements were unworkable and would stifle innovation.
* After failed attempts to revise the law during the 2025 legislative cycle, lawmakers pivoted and pushed the effective date to June 30, 2026.
* Governor Jared Polis convened a working group of technology industry representatives, consumer advocates, and business groups to find common ground.
* In March, the state working group released a sweeping proposed rewrite that would strip out the original law's most burdensome requirements (including mandatory bias audits), replace them with a streamlined transparency-and-notice framework, and push the law's effective date back to January 1, 2027.
Litigation Throws Another Monkeywrench at Law
Elon Musk's xAI teamed up with the US Justice Department - which has its sights set on limiting the ability of states to regulate AI on their own - to file a lawsuit against Colorado's pending AI law.
* xAI argued that Colorado's law unconstitutionally forces private AI developers to embed the state's preferred ideological views into its products. It contends that every editorial decision it makes in developing its AI products (like Grok) is protected speech under the First Amendment, and that the law would compel the company to redesign Grok to reflect Colorado's "controversial, highly politicized viewpoint" on racial equity. The complaint also challenged the law on Commerce Clause grounds, arguing that it effectively regulates AI development outside the state because it applies anywhere a Colorado resident is affected by an AI system.
* The DOJ filed a separate complaint alleging Equal Protection violations, warning that "embedding AI with state-mandated discrimination is a recipe for disaster." The government argued that the law effectively forces algorithm discrimination based on race, sex, and religion by requiring companies to monitor and correct for statistical disparities. Framing the stakes in national security terms, the filing warns that forcing American AI companies to "incorporate discriminatory ideology" into their models threatens US global competitiveness.
* Colorado's Attorney General even weighed in, agreeing with the two plaintiffs that the court should put the law on ice for now, especially since there was a good chance that state lawmakers could soon make wholesale revisions to the law.
What Did the Court Say?
Without weighing in on the substantive arguments above, the court granted a temporary restraining order to block the state from enforcing or investigating alleged violations of the law. Any actions taken by companies on or before 14 days after the date the court issues a final ruling on the expected motion for a preliminary injunction will not be subject to the Colorado law.
We expect to see the opponents soon file a more thorough request to block the law altogether, regardless of whether state lawmakers amend the law. The court said xAI and the DOJ should file new motions within 28 days after lawmakers pass amended legislation or if the state AG issues final regulations implementing the law.
What's Next?
The legislature wraps on May 13, so time is growing short for lawmakers to substantively revise the law before the June 30 effective date. But according to Bloomberg Law, bill co-sponsor Rep. Brianna Titone believes that the legislature will pass the rewrite before time runs out. We will keep an eye on the legislature and the litigation and provide updates as warranted.
What Should You Do?
While we play the waiting game, there are some common-sense approaches you should consider to best position your business.
* Audit your AI tools. Take stock of every AI-assisted tool involved in hiring, performance evaluation, compensation, or other employment decisions affecting Colorado workers. Understand what each tool does, how it influences decisions, and what data it uses.
* Conduct a bias audit. Just because Colorado might not require bias audits, they are still a good idea. Discrimination in employment decisions remains illegal under state and federal law, and we are seeing more discrimination lawsuits by applicants when employers use AI tools in the recruiting, screening, or interviewing process - regardless of whether the tool qualifies as an automatic decision-making tool (ADMT).
* Talk to your vendors. Ask your vendors now what they can provide: intended use cases, data categories, known limitations, and meaningful human review guidance. If they can't answer these questions, that's important information. Here are some other key questions to consider.
* Watch the legislature and the courts closely. The best way to stay up to speed is to ensure you are subscribed to the Fisher Phillips Insight system.
Conclusion
Make sure you are subscribed to Fisher Phillips' Insight System to receive the most up-to-date information directly to your inbox. We will continue to monitor the situation and provide updates as they unfold. For more information, contact your Fisher Phillips attorney, the authors of this Insight, any attorney in our Denver office, or any attorney in our AI, Data, and Analytics Practice Group.
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Related People
Benjamin M. Ebbink
Partner
916.210.0400
bebbink@fisherphillips.com
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Michael R. Greco
Regional Managing Partner
303.218.3655
bebbink@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/colorados-impending-ai-law-thrown-into-more-doubt-by-court-ruling
[Category: BizLaw/Legal]
Faegre Drinker Biddle and Reath Issues Commentary: EPA Updates Interim Guidance on PFAS Destruction and Disposal -- Prioritizes Technologies With Lower Release Potential
MINNEAPOLIS, Minnesota, May 2 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on May 1, 2026, by partners Bonnie Allyn Barnett and associates Amy L. Waite, Emma N. LaFrance and Amani B. Khoury:
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EPA Updates Interim Guidance on PFAS Destruction and Disposal -- Prioritizes Technologies with Lower Release Potential
Highlighting Underground Injection, Hazardous Waste Landfills, and Thermal Treatment
At a Glance
* The EPA released its 2026 update to the Interim Guidance on the Destruction and Disposal of PFAS and Materials Containing PFAS.
* The updated guidance
... Show Full Article
MINNEAPOLIS, Minnesota, May 2 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on May 1, 2026, by partners Bonnie Allyn Barnett and associates Amy L. Waite, Emma N. LaFrance and Amani B. Khoury:
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EPA Updates Interim Guidance on PFAS Destruction and Disposal -- Prioritizes Technologies with Lower Release Potential
Highlighting Underground Injection, Hazardous Waste Landfills, and Thermal Treatment
At a Glance
* The EPA released its 2026 update to the Interim Guidance on the Destruction and Disposal of PFAS and Materials Containing PFAS.
* The updated guidancehighlights technologies with lower potential for environmental release, including permitted underground injection wells, Subtitle C landfills, and certain thermal treatment units.
* Stakeholders are invited to participate in a 60-day public comment period, with comments due by June 29, 2026.
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On April 20, 2026, the United States Environmental Protection Agency (EPA) published the third iteration of its interim guidance concerning the destruction and disposal of per- and polyfluoroalkyl substances (PFAS). Drawing on the latest research, the guidance identifies effective technologies for PFAS destruction and recommends specific protocols to prevent environmental contamination.
This update fulfills an April 2025 commitment by the EPA administrator to move from a triennial to an annual update schedule, ensuring the agency keeps pace with rapidly evolving PFAS science. While nonbinding, the guidance provides technical clarity for decision-makers managing PFAS waste streams such as contaminated soil, biosolids, textiles, and water treatment materials.
Recommended Technologies & Key Updates
The 2026 guidance evaluates commercially available technologies based on their efficacy in controlling environmental PFAS releases. When costs and logistical factors are equal, the EPA recommends that managers prioritize options with the lowest release potential.
The 2026 guidance highlights the following three primary options:
Underground Injection
Permitted Class I hazardous and industrial waste injection wells may be a low-risk solution for high-concentration liquid PFAS waste. By isolating fluids deep beneath drinking water aquifers, this method provides a secure long-term containment strategy.
Hazardous Waste Landfills
While the EPA still recommends RCRA Subtitle C landfills for high-level PFAS waste, caution is advised. New 2026 data suggests that environmental release rates across all landfill types may be higher than the 2024 estimates indicated.
Thermal Treatment
Various thermal treatment devices are effective, provided they maintain rigorous operational standards, specifically high temperatures (>1,100 C), and long residence times, to ensure total destruction.
Uncertainties & Research Needs
The EPA acknowledges ongoing scientific uncertainties and is prioritizing further research to improve PFAS measurement and evaluate the long-term effectiveness of recommended disposal techniques. Specifically, EPA's research priorities, as outlined in Table 4-1 of the guidance, focus on refining PFAS measurement in materials and emissions, while simultaneously evaluating the long-term effectiveness of thermal treatment, landfills, and underground injection wells for PFAS management.
Looking Forward & Next Steps
Stakeholders should review the updated EPA guidance and consider submitting relevant data or studies related to PFAS waste management during the 60-day public comment period, which opened on April 29, 2026, and will close on June 29, 2026.
For more information, see the EPA's detailed guidance here: 2026 Interim Guidance on PFAS Destruction and Disposal.
The material contained in this communication is informational, general in nature and does not constitute legal advice. The material contained in this communication should not be relied upon or used without consulting a lawyer to consider your specific circumstances. This communication was published on the date specified and may not include any changes in the topics, laws, rules or regulations covered. Receipt of this communication does not establish an attorney-client relationship. In some jurisdictions, this communication may be considered attorney advertising.
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Meet the Authors
Bonnie Allyn Barnett
Partner
Philadelphia
+1 215 988 2916
bonnie.barnett@faegredrinker.com
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Amy L. Waite
Associate
Indianapolis
+1 317 237 8211
amy.waite@faegredrinker.com
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Emma N. LaFrance
Associate
Washington, D.C.
+1 202 230 5815
emma.lafrance@faegredrinker.com
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Amani B. Khoury
Associate
Indianapolis
+1 317 237 1484
amani.khoury@faegredrinker.com
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Original text here: https://www.faegredrinker.com/en/insights/publications/2026/5/epa-updates-interim-guidance-on-pfas-destruction-and-disposal-prioritizes-technologies-with-lower-release-potential
[Category: BizLaw/Legal]
