Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Troutman Pepper Locke Maintains Strong Top 15 Standing for Q1 US M&A Activity
ATLANTA, Georgia, April 25 -- Troutman Pepper, a law firm, issued the following news:
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Troutman Pepper Locke Maintains Strong Top 15 Standing for Q1 US M&A Activity
NEW YORK - Troutman Pepper Locke kicked off 2026 with solid results in LSEG's Q1 global league table rankings, sustaining its position as a top 15 firm for U.S. mid-market and small-cap M&A and maintaining a top 25 ranking for U.S. deals completed and announced.
"Our consistent year-over-year rankings are a direct result of the long-term relationships we've built with our clients and our team's reliable judgment, strong execution,
... Show Full Article
ATLANTA, Georgia, April 25 -- Troutman Pepper, a law firm, issued the following news:
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Troutman Pepper Locke Maintains Strong Top 15 Standing for Q1 US M&A Activity
NEW YORK - Troutman Pepper Locke kicked off 2026 with solid results in LSEG's Q1 global league table rankings, sustaining its position as a top 15 firm for U.S. mid-market and small-cap M&A and maintaining a top 25 ranking for U.S. deals completed and announced.
"Our consistent year-over-year rankings are a direct result of the long-term relationships we've built with our clients and our team's reliable judgment, strong execution,and deep understanding of the deal landscape," said David Ghegan, leader of Troutman Pepper Locke's Corporate Practice Group. "We view this recognition as a validation of our results-oriented approach and the value we strive to deliver in every transaction."
LSEG | Global Mid-Market Legal Advisory Review | Q1 2026
U.S. Target Mid-Market
#15 ranked firm
LSEG | Global M&A Small-Cap Legal Advisory | Q1 2026
U.S. Target Small-Cap
#13 ranked firm
LSEG | Global Legal Advisory Review | Q1 2026
U.S. Target Completed AG2 - Based on Number of Deals
#21 ranked firm
U.S. Target Announced AE2 - Based on Number of Deals
#21 ranked firm
Consistently recognized as a top-tier practice, Troutman Pepper Locke's corporate attorneys regularly handle strategic deals for Fortune 100 corporations and middle market transactions for private equity clients. Core areas of service include mergers and acquisitions, corporate finance, corporate governance, securities laws compliance, capital markets transactions, and other significant domestic and cross-border transactions, as well as general corporate counseling.
Troutman Pepper Locke
Troutman Pepper Locke helps clients solve complex legal challenges and achieve their business goals in an ever-changing global economy. With more than 1,600 attorneys in 30+ offices, the firm serves clients in all major industry sectors, with particular depth in energy, financial services, health care and life sciences, insurance and reinsurance, private equity, and real estate. Learn more at troutman.com.
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Original text here: https://www.troutman.com/insights/troutman-pepper-locke-maintains-strong-top-15-standing-for-q1-us-ma-activity/
[Category: BizLaw/Legal]
The Fashion Law Again Names K&L Gates a "Top US Law Firm For Retail Companies"
PITTSBURGH, Pennsylvania, April 25 -- K&L Gates, a law firm, issued the following news release:
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The Fashion Law Again Names K&L Gates a "Top US Law Firm For Retail Companies"
Global law firm K&L Gates LLP has been recognized as a 2026 "Top US Law Firm for Retail Companies" by The Fashion Law. The list recognizes US-based law firms working across fashion law, luxury goods, and the wider retail/consumer products sector. Firms were evaluated on the scale and scope of their work, the services they provide, the strength of their client rosters, and their involvement in the fashion law community.
In
... Show Full Article
PITTSBURGH, Pennsylvania, April 25 -- K&L Gates, a law firm, issued the following news release:
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The Fashion Law Again Names K&L Gates a "Top US Law Firm For Retail Companies"
Global law firm K&L Gates LLP has been recognized as a 2026 "Top US Law Firm for Retail Companies" by The Fashion Law. The list recognizes US-based law firms working across fashion law, luxury goods, and the wider retail/consumer products sector. Firms were evaluated on the scale and scope of their work, the services they provide, the strength of their client rosters, and their involvement in the fashion law community.
Ina profile, The Fashion Law editors write that K&L Gates "maintains a global Consumer Goods & Services practice that brings together attorneys across its international offices to advise fashion and luxury clients" and "offers multidisciplinary counsel spanning intellectual property, regulatory compliance, real estate, M&A, technology, data protection, and international trade."
According to the editors, K&L Gates' "large practice group, deep engagement in the fashion law community through industry events and programming, and broad full-service capabilities position it as a leading fashion law firm."
Michael Murphy, a leader of K&L Gates' global Consumer Goods and Services industry group, said: "We're proud to be recognized as a leading law firm in the consumer goods and services space. The honor reflects our team's deep industry knowledge and our commitment to helping clients navigate an increasingly complex and fast-moving consumer landscape."
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K&L Gates is a globally integrated law firm trusted by sophisticated clients to deliver market leading legal counsel across jurisdictions and industries. Operating as one firm worldwide, K&L Gates combines deep local insight with seamless global coordination to address clients' most complex legal and business challenges. Guided by a relentless focus on client service, the firm delivers practical, high impact solutions with consistency, efficiency, and a clear emphasis on results.
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Original text here: https://www.klgates.com/The-Fashion-Law-Again-Names-KL-Gates-a-Top-US-Law-Firm-For-Retail-Companies-4-24-2026
[Category: BizLaw/Legal]
Ropes & Gray Article Analyzing Xerox's IP Drop-Down Published in The Licensing Journal
BOSTON, Massachusetts, April 25 (TNSjou) [Category: BizLaw/Legal] -- Ropes and Gray, a law firm, issued the following news:
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Ropes & Gray Article Analyzing Xerox's IP Drop-Down Published in The Licensing Journal
The Licensing Journal published a client alert on the Xerox Corporation's "non-subsidiary" liability management transaction authored by Ropes & Gray finance partners Sam Badawi, Nitin Konchady, and Leonard Klingbaum, business restructuring partner Matthew Roose, and finance knowledge management attorney Alisha Turak.
Xerox's transaction in February received attention for its use
... Show Full Article
BOSTON, Massachusetts, April 25 (TNSjou) [Category: BizLaw/Legal] -- Ropes and Gray, a law firm, issued the following news:
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Ropes & Gray Article Analyzing Xerox's IP Drop-Down Published in The Licensing Journal
The Licensing Journal published a client alert on the Xerox Corporation's "non-subsidiary" liability management transaction authored by Ropes & Gray finance partners Sam Badawi, Nitin Konchady, and Leonard Klingbaum, business restructuring partner Matthew Roose, and finance knowledge management attorney Alisha Turak.
Xerox's transaction in February received attention for its useof a joint venture to avoid restrictions in its debt documents that apply to entities defined as "subsidiaries." The article examines how the approach may gain traction among borrowers whose balance sheets are anchored by valuable IP.
The alert was first published in Distressed Debt Legal Insights (https://www.ropesgray.com/en/insights/alerts/2026/03/distressed-debt-legal-insights-xerox-and-the-non-subsidiary-drop-down).
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Original text here: https://www.ropesgray.com/en/news-and-events/news/2026/04/ropes-gray-article-analyzing-xeroxs-ip-drop-down-published-in-the-licensing-journal
Policy Week in Review - April 24, 2026
SAN FRANCISCO, California, April 25 -- Littler, a law firm, issued the following news:
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Policy Week in Review - April 24, 2026
Congressional and Administrative News
At a Glance
The Policy Week in Review, prepared by Littler's Workplace Policy Institute (WPI), sets forth WPI's updates on federal legislation, regulations, and congressional activity affecting the workplace.
By Shannon Meade, Jim Paretti, Alex MacDonald, and Maury Baskin
DOL Announces Proposed Rule on Joint Employment
On April 22, the U.S. Department of Labor's Wage and Hour Division announced a Notice of Proposed Rulemaking
... Show Full Article
SAN FRANCISCO, California, April 25 -- Littler, a law firm, issued the following news:
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Policy Week in Review - April 24, 2026
Congressional and Administrative News
At a Glance
The Policy Week in Review, prepared by Littler's Workplace Policy Institute (WPI), sets forth WPI's updates on federal legislation, regulations, and congressional activity affecting the workplace.
By Shannon Meade, Jim Paretti, Alex MacDonald, and Maury Baskin
DOL Announces Proposed Rule on Joint Employment
On April 22, the U.S. Department of Labor's Wage and Hour Division announced a Notice of Proposed Rulemaking(NPRM) on joint employer status under the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), and the Migrant and Seasonal Agricultural Worker Protection Act (MSPA). The NPRM proposes separate analyses to assess horizontal and vertical joint employment scenarios given the inherent differences between those business relationships. Additionally, the proposal advises that a potential joint employer's "actual exercise of control" is more relevant than "reserved control" for determining vertical joint employer status. It also proposes to exclude from consideration factors relevant for assessing employee status (as opposed to an independent contractor) when making a joint employment assessment. Public comments are due by 11:59 p.m. ET on June 22, 2026. Read here for the Department's Q&A. Read here for Littler's analysis.
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Bipartisan "Know Your Labor Rights Act" Legislation Introduced in House and Senate
On April 21, Senators Josh Hawley (R-MO) and Maggie Hassan (D-NH) and Representatives Riley Moore (R-WV) and Marie Gluesenkamp (D-WA) introduced the "Know Your Labor Rights Act," which would require all employers to post and maintain notice to employees and new hires of their labor rights in the workplace. The bill is endorsed by the Teamsters and is a pillar of Senator Hawley's pro-worker framework.
Related to Senator Hawley's framework, there is a concerted effort to advance companion legislation to Hawley's "Faster Labor Contracts Act" (imposing binding interest arbitration, another key pillar of Senator Hawley's framework) in the House via a Discharge Petition filed by Representative Donald Norcross (D-NJ). The legislation, (H.R. 5408), is sponsored by Representatives Pete Stauber (R-MN) and Donald Norcross (D-NJ) and currently has 82 cosponsors - 65 Democrats, 17 Republicans. In an effort to bypass committee consideration and force a House floor vote on the legislation, Representative Norcross filed the Discharge Petition (H.Res. 1140) on April 20. As of this writing, 145 House members have signed on, with Rep. Michael Lawler (R-NY) as the sole Republican signature. It is unclear at this time whether the effort will reach the required 218 signatures to advance to the House floor for a vote.
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WIOA Reauthorization Approved in Committee
The House Committee on Education and Workforce approved legislation on April 21, titled "A Stronger Workforce for America Act," which would reauthorize the Workforce Innovation and Opportunity Act (WIOA). WIOA, the nation's primary workforce development law, has not been reauthorized or updated since its expiration in 2020, although it has continued to receive funding. As previously reported, the bill makes important reforms, including improvements to federal labor market reporting data; support for virtual employment services; dedicated funding for upskilling workers through individual training accounts and on-the-job learning; and metrics to strengthen accountability to hold state and local workforce boards responsible for delivering positive outcomes for workers and job seekers. However, this bill is a departure from previous bipartisan efforts in that it transfers all adult education and family literacy functions from the Department of Education to the Department of Labor, which is in alignment with the Trump administration's goals of reducing the footprint of the Department of Education. This move is not favored by the House minority. As such, it is uncertain if the bill will pass the House.
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Authors
Shannon Meade
Executive Director, Workplace Policy Institute
Washington, D.C.
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James A. Paretti
Shareholder
Washington, D.C.
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Alexander T. MacDonald
Shareholder
Washington, D.C.
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Maury Baskin
Shareholder
Washington, D.C.
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Original text here: https://www.littler.com/news-analysis/asap/policy-week-review-april-24-2026
[Category: BizLaw/Legal]
Littler Issues Commentary: How Would the European Commission's Draft Proposal for the EU Inc. Affect German Employers?
SAN FRANCISCO, California, April 25 -- Littler, a law firm, issued the following commentary on April 24, 2026, by associate Janne Katrine Bochmann:
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How Would the European Commission's Draft Proposal for the EU Inc. Affect German Employers?
On March 18, 2026, the European Commission published its proposal for an EU-wide legal framework establishing a new form of limited-liability company - the EU Inc. With this draft, the Commission aims to promote start-ups and scale-ups by creating a new European legal form. Digitalization, standardization and greater flexibility in company law are at
... Show Full Article
SAN FRANCISCO, California, April 25 -- Littler, a law firm, issued the following commentary on April 24, 2026, by associate Janne Katrine Bochmann:
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How Would the European Commission's Draft Proposal for the EU Inc. Affect German Employers?
On March 18, 2026, the European Commission published its proposal for an EU-wide legal framework establishing a new form of limited-liability company - the EU Inc. With this draft, the Commission aims to promote start-ups and scale-ups by creating a new European legal form. Digitalization, standardization and greater flexibility in company law are atthe forefront.
Codetermination as the key touchstone for the EU Inc.
From an employment law perspective, the EU Inc. offers significant structuring potential with regard to corporate codetermination, while also reflecting familiar tensions. A distinction must be drawn between EU Inc.s that are newly incorporated and those formed through conversion transactions.
New incorporation: codetermination based on the statutory seat
For newly incorporated EU Inc.s, the draft provides that the codetermination regime of the Member State of the statutory seat (registered office) shall be decisive. Because the draft (as is already the case for the SE1) does not require an economic nexus between the statutory seat and the place of the company's actual activities, it would be possible to establish an EU Inc. with its registered office in a Member State with limited codetermination requirements and to operate - on a permanent basis - in Germany without codetermination.
This would make it legally possible, even where employee headcount exceeds the thresholds under Germany's One-Third Participation Act or Codetermination Act, to operate entirely without employee representatives on the supervisory or management body. In particular as a managing holding company, or in combination with group structures not subject to codetermination, the EU Inc. could therefore be attractive for certain corporate concepts.
However, this is only a limited novelty. Comparable effects can already be achieved today by using companies from EU Member States that fully adhere to the incorporation theory. The EU Inc. draft is nevertheless likely to simplify such structures and provide additional legal certainty.
Conversion: continuation of established protective mechanisms
The situation is different where an EU Inc. is formed, by way of a conversion transaction, from an existing company. In such cases, the draft expressly refers to the system applicable to cross-border conversions. Accordingly, the instruments familiar from the formation of an SE and the corresponding German implementing legislation would apply: an election body, a special negotiating body, a negotiation procedure and - if no agreement is reached - statutory fallback codetermination provisions.
In these cases, codetermination is therefore not "cut off"; rather, it is continued under the familiar freeze and/or continuation model. At the same time, it becomes clear that the EU Inc. does not establish a uniform EU-wide codetermination regime. The approach discussed in advance - a harmonized codetermination framework across Europe for the new legal form - is not reflected in the Commission's draft.
This can be summarized as follows:
1. In the case of new incorporations, the EU Inc. opens up scope for structuring without codetermination.
2. In the case of conversions, the established codetermination safeguards continue to apply.
3. Genuine European harmonization of codetermination remains absent.
Employee share participation programs as an employment-law location advantage
The employment-law assessment of the provisions on employee share participation programs is positive. The draft provides for an EU-wide Employee Share Option Scheme (EU-ESO), which may be of considerable importance particularly for growth-oriented companies.
Tax focus: moving away from the taxation of "dry income"
In practice, employee share participation programs in Germany have been hindered less by company law considerations than by tax obstacles. While the national legislator has, in recent years, introduced significant relief through section 19a of the German Income Tax Act (Sec. 19a EStG) and has, in many cases, deferred immediate taxation of the taxable benefit in kind, restrictions nevertheless remain - for example due to size and age thresholds for the eligible undertaking and maximum time limits for the deferral of taxation.
The EU Inc. draft goes a significant step further. Under the proposed concept, employee shareholdings would be taxed only upon actual disposal - regardless of the company's size or age. This would permanently and comprehensively mitigate the deterrent effect of taxable "dry income."
Especially in the competition for qualified employees and executives, this may generate substantial advantages. Employee participation thereby gains not only company-law or tax-law significance, but also employment-law relevance as an instrument for incentivization and long-term retention. Teams operating across Europe could be treated in a transparent and comparable manner.
For employers, this means:
1. Employee share participation could be structured in a significantly more attractive way across the EU than under current national regimes.
2. The EU Inc. strengthens participation programs as an employment-law remuneration and retention instrument.
3. Start-ups and scale-ups in particular benefit from increased flexibility and planning certainty.
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See Footnotes
1/ An SE is a public company registered in accordance with the corporate law of the EU.
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Authors
Janne Katrine Bochmann
Associate
Hamburg
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Original text here: https://www.littler.com/news-analysis/asap/how-would-european-commissions-draft-proposal-eu-inc-affect-german-employers
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Virginia Compliance Alert - 7 Key Legislative Changes Employers Can't Ignore
ATLANTA, Georgia, April 25 -- Fisher Phillips, a law firm, issued the following insight on April 24, 2026:
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Virginia Compliance Alert: 7 Key Legislative Changes Employers Can't Ignore
Keeping up with employment law changes is a constant challenge for employers, especially as states continue to expand and refine workplace requirements. Virginia is no exception, and under its new governor, the state legislature has passed a host of changes that impact employers. We'll break down the new requirements and offer practical takeaways to help you get ready.
1. Recap of Expanded Paid Sick Leave
... Show Full Article
ATLANTA, Georgia, April 25 -- Fisher Phillips, a law firm, issued the following insight on April 24, 2026:
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Virginia Compliance Alert: 7 Key Legislative Changes Employers Can't Ignore
Keeping up with employment law changes is a constant challenge for employers, especially as states continue to expand and refine workplace requirements. Virginia is no exception, and under its new governor, the state legislature has passed a host of changes that impact employers. We'll break down the new requirements and offer practical takeaways to help you get ready.
1. Recap of Expanded Paid Sick LeaveLaw (HB 5 & SB 199)
Prior to this legislative session, Virginia's paid sick leave covered only narrowly defined home health workers. In keeping with other legislative changes to paid sick leave laws across the country in recent years, the state has now expanded this mandate to cover all eligible employees, regardless of company size.
Application and Eligibility
Virginia's paid sick leave law covers all private employers in the state, but with staggered effective dates based on total employer size:
* July 1, 2027: 50+ employees
* January 1, 2028: 25+ employees
* January 1, 2029: one or more employees
All Virginia-based employees will be eligible for sick leave under the new law, without regard to full or part-time status or exempt/non-exempt status.
Amount of Sick Leave and Usage
* Under the expanded law, all employees will receive one hour of paid sick leave for every 30 hours worked, up to a maximum of 40 hours accrued per year. Employers may frontload 40 hours of sick leave each year to meet these requirements.
* Unused accrued leave carries over year to year.
* Employers can limit usage of sick leave to 40 hours per year.
* Sick leave may be used in one-hour increments.
* Exempt employees are presumed to work 40 hours in a workweek for the accrual calculation.
Employees may use sick leave for their own illness or conditions and medical appointments, as well as for that of a family member. The law also provides a safe leave component. Employees who are victims of domestic violence, sexual assault, or stalking may use paid sick leave to relocate, access medical or mental health services, obtain legal assistance, or connect with victim advocacy resources.
Your Current Paid Leave Policy May Not Be Enough
Employers with existing paid leave programs should not assume they are already covered. The law allows employers with existing paid leave policies that provide enough leave must ensure the policy also:
* permits use for all the same purposes the statute covers; and
* does so under the same conditions.
In addition, employers should be mindful of the law's anti-retaliation provision. A policy that falls short on any of these aspects will need to be supplemented or revised before the applicable effective date.
Penalties for Non-Compliance
Employers need to be aware of the penalties for failing to comply:
* The law provides a private cause of action, meaning that any employee who experiences a violation may sue their employer. A successful plaintiff is entitled to twice the value of the withheld leave plus additional available remedies.
* Employees may also file a complaint with the Virginia Commissioner of Labor and Industry, who can investigate and assess civil fines of up to $500 per violation.
2. Paid Family and Medical Leave (HB 1207 & SB 2)
Virginia joins its DMV neighbors in enacting a new Paid Family Medical Leave Insurance ("PFMLI") program. The Virginia PFMLI program provides two main benefits: up to 12 workweeks of job-protected leave for certain qualifying reasons and a partial wage replacement benefit during that leave.
Contributions
Virginia's PFMLI program will be administered by the Virginia Employment Commission and financed through a payroll-funded insurance model, with contributions split between employers and their employees. How much an employer must contribute depends on company size:
* Employers with more than 10 employees may withhold up to 50% of the required contribution from employee wages, with the employer responsible for the balance.
* Employers with 10 or fewer employees are only required to collect and remit 50% of the contribution rate that applies to larger employers - no additional employer contribution is owed.
* PFMLI leave runs concurrently with any applicable federal FMLA leave as well as leave entitlements under a collective bargaining agreement.
Mark these dates on your calendar: contribution collection begins April 1, 2028, and the program starts paying benefits on December 1, 2028.
Eligibility for Benefits
Benefits under the PFMLI will be available for covered employees who are authorized to work in the United States and who take leave for the following reasons:
* to care for a new child, whether through birth, adoption, or foster care in the first year;
* because of the employee's own serious health condition;
* to care for a family member with a serious health condition;
* for reasons related to a family member's military service; or
* to seek safety services for the employee or a family member.
Leave may be taken intermittently and runs concurrently with federal FMLA where applicable. Employees who have been employed for at least 120 days prior to the start of their PFMLI leave are entitled to their position (or its equivalent) upon return from leave. Employers must maintain any healthcare benefits during any period of leave taken under this law.
Amount of Benefits
* Benefits are available for up to 12 weeks in a 52-week period, but leave for safety services are capped at four weeks of wages in a benefit year.
* The weekly benefit is equal to 80% of the employee's average weekly wage, subject to a maximum cap of 100% of the statewide average weekly wage. The statewide average weekly wage will be updated each year.
Private Plan Option
Employers that prefer not to participate in the state program may apply for a Commission-approved private insurance plan opt-out. To qualify, the private plan must provide benefits that are at least equivalent to the state program and must not cost employees more than they would pay under the state plan. This option gives employers more flexibility over plan design and administration but requires Commission approval.
3. VA Human Rights Expansion (SB637)
Virginia has also expanded its human rights law to cover all employers with five or more employees, down from fifteen. The law also extends the time for an employee to file a complaint with the Office of the Attorney General alleging unlawful discrimination from 300 days to two (2) years.
4. Minimum Wage Increase (HB1 & SB1)
The minimum wage in Virginia will increase incrementally to $15 per hour by January 1, 2028. Here is what employers need to know:
* The law codifies the adjusted state hourly minimum wage of $12.77 per hour that became effective as of January 1, 2026.
* The minimum rate will increase to $13.75 per hour effective January 1, 2027
* The minimum rate will increase to $15.00 per hour effective January 1, 2028
* Effective January 1, 2029, and annually thereafter, the minimum will be adjusted to reflect increases in the consumer price index.
The law applies broadly to most employees, regardless of employer size. While there is some time before the next wage increase goes into effect, employers with minimum-wage workers need to be prepared to comply with these annual increases. This may include an audit of current wages to ensure preparedness, as well as consideration of whether increases for employees who already make above the minimum wage are appropriate to maintain internal pay equity.
5. Overtime for Domestic Workers (HB 27/SB 28)
In keeping with the theme, this legislation adds domestic workers - defined to include childcare providers, housekeepers, caregivers, cooks, and gardeners in private homes, among others - to Virginia's overtime law. This includes hourly and salaried employees, independent contractors, and full- or part-time workers who provide services for one or more employers. This is a very broad definition that is likely to implicate both employers and individuals who engage domestic workers directly.
Under the new requirements, covered workers must receive 1.5 times their regular pay for hours worked over forty (40) in a workweek. Questions remain as to how exactly this law will work practically, especially for independent contractors who typically set their own hours.
This law has a delayed implementation but will go into effect July 1, 2027.
6. Salary History and Wage Transparency (HB 636/SB 215)
Following a nationwide trend, Virginia's new salary history and wage transparency law is intended to combat discrimination and improve wage transparency, particularly addressing how reliance on past salary can perpetuate wage gaps.
Under the new law, employers are prohibited from asking about a job applicant's past wages or salary history or using an applicant's past salary to evaluate candidates or set starting pay. If an applicant voluntarily discloses their pay history, the employer may only use it after making an initial job offer and only for the purpose of justifying a higher salary.
The law also includes anti-retaliation provisions that prohibit employers from penalizing applicants or employees for refusing to disclose their pay history or asking about the pay range for a position. Employers are also now required to set a salary or wage range in both external job postings and internal promotion or transfer opportunities.
The law creates a private right of action with violations resulting in up to $10,000 in statutory damages or actual damages, as well as attorneys' fees. The law will go into effect January 1, 2027.
Employers are advised to immediately begin training interviewers and review all hiring procedures and policies, as well as application materials, to ensure compliance with this law. Training staff who make hiring decisions will be key, as this law is a departure from a relatively routine applicant inquiry, which could lead to accidental non-compliance.
7. Heat Illness Prevention Standards (HB1092)
Virginia is set to become the next state to adopt its own unique heat illness prevention standards. HB1092 requires the regulatory body that writes state safety and health rules to pass a standard addressing heat illness in the workplace no later than May 1, 2028.
While the law does not yet create any new requirements for Virginia employers, it signals that a future standard is on the way that will address indoor and outdoor occupational heat exposures. The rule will likely be modeled after a prior Virginia proposal, standards passed in other states, and consensus body guidelines from NIOSH and ACGIH.
While employers nationwide await the long-anticipated final rule on heat from federal OSHA, employers in Virginia should begin developing a plan for addressing heat exposures, including issues like acclimatization, water, access to shade, and training. Stay tuned, as the rulemaking process will shed more light on the agency's intentions and give employers an opportunity to weigh in on a proposed rule.
What Should Employers Do Now?
Virginia employers have time to prepare, but shouldn't delay. Here are four steps you should consider taking now:
* Review your existing leave policies against the new paid sick leave standard. Your current PTO or sick leave program will only satisfy the new law if it provides sufficient leave for all of the same purposes, under the same conditions the statute requires. Conduct that audit now and close any gaps before the appropriate effective date for your company.
* Get your written policies in place and distributed. Draft or update new policies and make sure they reach your employees before these laws go into effect.
* Start planning your PFML payroll infrastructure today. The April 2028 contribution start date will arrive faster than you think. Work with your payroll team or vendor now to build the required deduction and remittance structure. If a private plan opt-out is appealing, begin evaluating commercial insurance options and the Commission approval process well in advance.
* Update your payroll to reflect minimum wage and overtime increases. For employees who will see their wages increase under the minimum wage update, ensure your overtime calculations for regular rate of pay reflect the new pay rate.
Future Changes to Track
While these new laws will significantly change the landscape for employers in Virginia, it is possible this is not the end of employment-related legislation. Several notable bills did not pass this legislative session or were rejected by the Governor including:
* HB1514 which would prohibit the use of artificial intelligence in employment decisions;
* HB1451 which would create additional protections for warehouse workers;
* HB1173 and SB258 which would have required accommodations for employees experiencing perimenopause and menopause; and
* HB949 which would further curtail the use of non-compete agreements in the state.
Versions of these bills were introduced under Governor Spanberger's predecessor, and it is likely they will be re-introduced in the future.
Conclusion
We will continue to monitor these developments and provide updates as the laws near their effective dates, so make sure you are subscribed to Fisher Phillips' Insight System to receive the most current information directly to your inbox. If you have questions, please contact your Fisher Phillips attorney, the authors of this Insight, or any of our Virginia-licensed attorneys.
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Related People
Travis D. Huffman
Associate
614.453.7600
thuffman@fisherphillips.com
Jenna B. Rubin
Partner
404.260.3410
jrubin@fisherphillips.com
Martha G. Vazquez
Associate
502.410.6889
mgvazquez@fisherphillips.com
Alex West
Partner
704.778.4174
awwest@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/virginia-compliance-alert-7-key-legislative-changes-employers-cant-ignore
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Deadline Looms to Add DEI Clauses to Federal Contracts - What Contractors Need to Know About New Guidance
ATLANTA, Georgia, April 25 -- Fisher Phillips, a law firm, issued the following insight on April 24, 2026:
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Deadline Looms to Add DEI Clauses to Federal Contracts: What Contractors Need to Know About New Guidance
Federal agencies just received guidance on how to incorporate the new DEI compliance clause into their contracts - and the deadlines are tight. Indeed, agencies have until today to add the clauses to new contracts and until Monday to update their acquisition regulations. Additionally, contracting officers must seek to modify all existing contracts to include the new clause by July
... Show Full Article
ATLANTA, Georgia, April 25 -- Fisher Phillips, a law firm, issued the following insight on April 24, 2026:
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Deadline Looms to Add DEI Clauses to Federal Contracts: What Contractors Need to Know About New Guidance
Federal agencies just received guidance on how to incorporate the new DEI compliance clause into their contracts - and the deadlines are tight. Indeed, agencies have until today to add the clauses to new contracts and until Monday to update their acquisition regulations. Additionally, contracting officers must seek to modify all existing contracts to include the new clause by July24, with few exceptions. Here's what federal contractors need to know about the new guidance and your evolving DEI and EEO compliance obligations.
Join FP on April 30 for our webinar: Federal Contractor Obligations Around DEI and the False Claims Act - New Guidance for Federal Contractors. Register here.
What Are the New DEI Compliance Requirements?
President Trump's March 26 Executive Order directed federal agencies to include a new DEI-related clause in all contracts covered by the Federal Property and Administrative Services Act. You can review the key aspects of the order here.
Who is covered? The clause applies to contracts performed in the US and valued above the micro-purchase threshold, which is generally $15,000. The rules also apply to subcontractors and their lower-tier subcontractors.
What does the clause cover? Unlike the prior Executive Order related to DEI, the March 26 order and subsequent guidance from the federal government specifically define what types of "DEI" are problematic and have attempted to clarify the scope. Key definitions include:
* Racially discriminatory diversity, equity, and inclusion (DEI) activities means disparate treatment based on race or ethnicity in recruitment, employment, contracting, program participation, or allocation of company resources.
* Program participation means participation in, or access to: training, mentoring, or leadership development programs, as well as educational opportunities, clubs, associations, or similar opportunities that are sponsored by the contractor or subcontractor.
What must be included? Federal agencies were given 30 days to begin incorporating the new clause, which has been recently released by the government.
* The clause obligates Contractors to:
* Refrain from engaging in any racially discriminatory DEI activities
* Furnish all information and reports - including access to books, records, and accounts - to show compliance, if requested
* Report any subcontractor conduct that may violate the clause
* Notify the contracting officer if a subcontractor sues them in a way that puts the clause's validity at issue
* Acknowledge that the contract can be canceled, terminated, or suspended - or the contractor declared ineligible for further Government contracts
* Include the clause in relevant subcontracts ("flow-down")
Agencies also must confirm to the White House Domestic Policy Council by July 24 that they have implemented the clause and describe any deviations from the FAR Council's model clause text.
Action Item: Be prepared to hear from your agency's contracting officer about a contract modification to add the clause. Most existing contracts need to incorporate the clause by July 24. If a contractor refuses to add the clause, the contracting officer is directed to consider whether the contract should be terminated for convenience. The contracting officer has discretion over contracts that expire by December 31 this year.
Information Collection and Evaluations
In addition to the guidance above, the FAR Council released a "supporting statement" that provides further guidance on contractors' obligations related to the information they must submit to demonstrate compliance with the Executive Order. The FAR Council has requested "emergency clearance" of this data collection, which allows the requests to bypass certain traditional approval mechanisms.
For contractors, this means their contracting officer will be permitted to seek "books, records, and accounts" for purposes of determining compliance. Essentially, contractors will be audited by their contracting officers to ensure compliance.
Over 600,000 government contracts and subcontracts were issued during Fiscal Year 2025, according to government estimates, and the FAR Council proposes that 1% of those award recipients - or 6,420 contractors - will be required to furnish information on their respective DEI efforts to contracting officers. The government estimates the time burden to be minimal for contractors to submit relevant information to contracting officers.
Action Item: Be prepared to produce records and respond to contracting officer requests as provided in the new clause. Begin to self-audit your records now so that you have full insight into what your records contain. Consider working with your legal counsel for this audit.
Significant Consequences for Violations
Violations of the DEI clause may result in contracts being canceled or suspended and businesses becoming ineligible for future federal contracts.
* Moreover, federal contractors face potential referral to the Department of Justice (DOJ) for investigation and enforcement related to violations of the False Claims Act (FCA), which could lead to triple damages and civil penalties. A recent $17 million FCA settlement with IBM illustrates the DOJ's commitment to curbing programs it deems unlawful under federal anti-discrimination laws and shows the government's commitment to enforcement in this area. You can read more about the IBM settlement here.
6 Steps to Consider Taking Now
1. Conduct a Privileged Audit and Review of Your Programs and Practices. Conduct a privileged review of your current programs, policies, and employment and vendor agreements to ensure they align with the new order and identify anything that may need to be updated or discussed with your attorney.
2. Review Your Subcontractor Agreements. Assess whether your subcontracts should be updated to include related compliance language, reporting obligations, or other procedures to ensure compliance.
3. Prepare for Contract Changes. New contracts will now be required to include the DEI clause, and existing contracts are set to be modified by July 24, so your contracts and legal teams should be ready to review and respond when negotiating new and modified federal contracts. This also includes having a comfort level that none of your policies and practices violate the new clause, so as not to subject the company to False Claims Act liability.
4. Watch for More Guidance. The OMB has been directed to issue guidance and identify sectors at particular risk for violations. If your industry ends up on that list, you should be prepared for additional scrutiny and develop an action plan.
5. Consult Your Attorney. Consider reaching out to experienced legal counsel to review and potentially revise your employment, contracting, and related materials, policies, and procedures. Also, since the order includes potential reporting obligations, you may want to work with counsel to determine best practices for documenting and showing compliance.
6. Track Lawsuits. A coalition of diversity, higher education, and contractor organizations filed an April 20 lawsuit in Maryland federal court alleging the Executive Order violates the First Amendment. It claims that the EO is unconstitutionally broad and vague and could coerce federal contractors into giving up lawful DEI programs. The lawsuit seeks an injunction blocking federal agencies from enforcing the EO. We'll track this litigation and provide updates as warranted. In the meantime, federal contractors should be prepared to comply.
Want to Learn More? Join FP on April 30 for a comprehensive analysis of:
* New clause requirements and definitions
* Immediate action items and compliance strategies
* Managing subcontractor compliance
* Enforcement mechanisms and investigation procedures
Register here (https://communication.fisherphillips.com/85/5355/landing-pages/rsvp-blank---accept.asp?sid=78769f2b-3dc2-4c64-8285-afcaa6f8b88f) for the webinar.
Conclusion
If you have questions, reach out to your Fisher Phillips attorney, the authors of this Insight, or any member of our DEI and EEO Compliance Team or Government Contracting, Compliance, and Reporting Practice Group. 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.
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Related People
Sheila M. Abron
Partner
803.740.7676
sabron@fisherphillips.com
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Jennifer B. Sandberg
Regional Managing Partner
404.240.4152
jsandberg@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/deadline-looms-to-add-dei-clauses-to-federal-contracts
[Category: BizLaw/Legal]
