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Littler Issues Commentary: Denmark's New Government - Initiatives on Business and the Labor Market
SAN FRANCISCO, California, July 1 -- Littler, a law firm, issued the following commentary on June 30, 2026, by senior labor market advisor Erik Simonsen:
* * *
Denmark's New Government - Initiatives on Business and the Labor Market
At a Glance
- Denmark's new government has an ambitious set of proposals that would significantly impact the workplace if implemented.
- Some initiatives are expected to improve the conditions for doing business in Denmark, while other initiatives might have the opposite effect.
-
After 70 days of negotiations, four parties presented the agenda for Denmark's ... Show Full Article SAN FRANCISCO, California, July 1 -- Littler, a law firm, issued the following commentary on June 30, 2026, by senior labor market advisor Erik Simonsen: * * * Denmark's New Government - Initiatives on Business and the Labor Market At a Glance - Denmark's new government has an ambitious set of proposals that would significantly impact the workplace if implemented. - Some initiatives are expected to improve the conditions for doing business in Denmark, while other initiatives might have the opposite effect. - After 70 days of negotiations, four parties presented the agenda for Denmark'snew government on June 2, 2026. The four parties are the Social Democrats, the Socialist People's Party, the Social Liberal Party, and the Moderates. The government is anchored in the center left.
The government has presented an extensive set of proposals. The financing of several initiatives has not yet been clarified, which makes the initiatives more uncertain. Below is an overview of the initiatives that would affect private-sector employees as well as the general conditions for businesses to operate in Denmark.
Fewer Burdens
The government has set a goal of reducing the regulatory burdens on Danish businesses by 25% by 2035. The government's goal is not yet concrete. The initiative will be anchored in an expert group that will replace the current EU and Regulation Forum. Over the years, the EU and Regulation Forum, an advisory body, has not been able to significantly reduce the burdens faced by businesses.
The government will also explore the possibilities of using AI in companies' reporting to public authorities, thereby reducing administrative burdens for businesses.
More Entrepreneurs
The government will introduce an entrepreneurship package that, among other things, will aim to improve access to capital, enhance the use of employee shares, and reduce tax-related barriers.
Productivity and Competitiveness Commission
The government will establish a commission tasked with providing recommendations on how Denmark can increase prosperity through improvements in productivity and competitiveness. The commission will, among other things, draw inspiration from the Draghi report. The government has no concrete considerations at this stage.
Nordic Growth Alliance
The government will work to establish a Nordic Growth Alliance that leverages the shared economic strengths of the Nordic region. As part of this effort, an industrial task force will be set up involving relevant ministries, industries, and research institutions. The task force will, among other things, provide recommendations on how Denmark can best achieve strategic autonomy with a focus on AI and the defense industrial strategy.
A Well Organized Labor Market
The government aims to strengthen the framework conditions for a well organized labor market. An expert group will be established to map the socio economic value of the Danish model, flexicurity, and the contributions of the collective bargaining parties to employment, skills development, conflict resolution, and the sustainability of the welfare state.
The group will also examine possibilities for relieving the collective bargaining parties of some of the costs they incur on behalf of the entire labor market, and for adjusting the tax deduction for union membership fees so that it specifically targets membership fees in unions that are party to collective agreements.
More International Employees and ID Cards
A requirement for ID cards will be introduced on major construction sites, and the already agreed collective bargaining based certification scheme for international employees will be implemented -- see our earlier article on this scheme: Nye regler om ID-kort og arbejdsklausuler i byggebranchen.
Pensions and Working Life
The government wishes to establish a tripartite agreement with the social partners on a more flexible working and family life, including conditions for pensions and retirement. The following topics are to be discussed as part of this work:
- Strengthening opportunities to work less during some periods of life and more in others
- Creating greater security and clarity regarding the rules for retirement
- Investing in education, upskilling, reskilling, and career shifts
- Reducing stress and sickness absence and improving the working environment
- Strengthening a more inclusive labor market, including for seniors
The government specifically intends to establish a career shift fund to support opportunities for reskilling and career changes, including for those parts of the workforce for whom artificial intelligence is expected to change the competency requirements, as well as for skilled and unskilled workers with long working lives behind them.
In addition, the government wants employees with young children to have the option of part time work with wage compensation. It will be a requirement that the employee works full time both before and after the part time period.
The tripartite agreement must also identify measures that can increase structural employment by 5,000 full time workers.
The government will improve the conditions for early retirement by, among other things, not raising the age threshold for early retirement and increasing the benefit by DKK 3,000 per month.
Reintroducing Great Prayer Day
It is the government's goal to reintroduce "Store Bededag" (Great Prayer Day) as a public holiday from 2030. The prerequisite is that the government can present proposals that compensate for the loss of employment that follows from introducing an additional public holiday.
Taxation
The government intends to abolish the "top top tax," which is a 5% tax on income above DKK 2.6 million. The abolition will be financed by changes to the taxation of principal shareholders.
The government also plans to abolish the middle tax bracket, which has so far been a 7.5% tax on income from DKK 641,000 to DKK 778,000. Going forward, there will only be a top tax of 15% on all income above DKK 778,000 - or $120.000.
The tax on share income will be slightly reduced, so that capital gains on shares up to DKK 110,000 will be taxed at 27%. Until now, the threshold has been DKK 90,000. Share income above the threshold will continue to be taxed at 42%.
The lower personal income taxes will be financed through new and increased taxes or reduced deductions on inheritance, interest expenses, research and development, business subsidies, and the personal tax allowance.
The government also wants to reform capital taxation to free up more capital for businesses. The reform has not yet been specified. A commission will be tasked with proposing the reform.
Corporate tax will be reduced over three years from the current 22% to 19%. Provided that other countries do not also reduce their corporate tax rates, Denmark will have one of the lowest corporate tax rates among Western countries.
Bottom Line
Several of the initiatives -- particularly in the area of taxation -- will improve the conditions for doing business in Denmark, while other initiatives might worsen the conditions for companies. In particular, improved conditions for part time work, retirement, reskilling, and the reintroduction of a public holiday will likely reduce the supply of labor.
A key uncertainty for businesses is the unclear and insufficient financing of the many proposals. The financing measures are an unknown factor that may increase the cost of running a business.
*/ Erik Simonsen is a Senior Labor Market Advisor with Littler Denmark
* * *
Original text here: https://www.littler.com/news-analysis/asap/denmarks-new-government-initiatives-business-and-labor-market
[Category: BizLaw/Legal]
* * *
Denmark's New Government - Initiatives on Business and the Labor Market
At a Glance
- Denmark's new government has an ambitious set of proposals that would significantly impact the workplace if implemented.
- Some initiatives are expected to improve the conditions for doing business in Denmark, while other initiatives might have the opposite effect.
-
After 70 days of negotiations, four parties presented the agenda for Denmark's ... Show Full Article SAN FRANCISCO, California, July 1 -- Littler, a law firm, issued the following commentary on June 30, 2026, by senior labor market advisor Erik Simonsen: * * * Denmark's New Government - Initiatives on Business and the Labor Market At a Glance - Denmark's new government has an ambitious set of proposals that would significantly impact the workplace if implemented. - Some initiatives are expected to improve the conditions for doing business in Denmark, while other initiatives might have the opposite effect. - After 70 days of negotiations, four parties presented the agenda for Denmark'snew government on June 2, 2026. The four parties are the Social Democrats, the Socialist People's Party, the Social Liberal Party, and the Moderates. The government is anchored in the center left.
The government has presented an extensive set of proposals. The financing of several initiatives has not yet been clarified, which makes the initiatives more uncertain. Below is an overview of the initiatives that would affect private-sector employees as well as the general conditions for businesses to operate in Denmark.
Fewer Burdens
The government has set a goal of reducing the regulatory burdens on Danish businesses by 25% by 2035. The government's goal is not yet concrete. The initiative will be anchored in an expert group that will replace the current EU and Regulation Forum. Over the years, the EU and Regulation Forum, an advisory body, has not been able to significantly reduce the burdens faced by businesses.
The government will also explore the possibilities of using AI in companies' reporting to public authorities, thereby reducing administrative burdens for businesses.
More Entrepreneurs
The government will introduce an entrepreneurship package that, among other things, will aim to improve access to capital, enhance the use of employee shares, and reduce tax-related barriers.
Productivity and Competitiveness Commission
The government will establish a commission tasked with providing recommendations on how Denmark can increase prosperity through improvements in productivity and competitiveness. The commission will, among other things, draw inspiration from the Draghi report. The government has no concrete considerations at this stage.
Nordic Growth Alliance
The government will work to establish a Nordic Growth Alliance that leverages the shared economic strengths of the Nordic region. As part of this effort, an industrial task force will be set up involving relevant ministries, industries, and research institutions. The task force will, among other things, provide recommendations on how Denmark can best achieve strategic autonomy with a focus on AI and the defense industrial strategy.
A Well Organized Labor Market
The government aims to strengthen the framework conditions for a well organized labor market. An expert group will be established to map the socio economic value of the Danish model, flexicurity, and the contributions of the collective bargaining parties to employment, skills development, conflict resolution, and the sustainability of the welfare state.
The group will also examine possibilities for relieving the collective bargaining parties of some of the costs they incur on behalf of the entire labor market, and for adjusting the tax deduction for union membership fees so that it specifically targets membership fees in unions that are party to collective agreements.
More International Employees and ID Cards
A requirement for ID cards will be introduced on major construction sites, and the already agreed collective bargaining based certification scheme for international employees will be implemented -- see our earlier article on this scheme: Nye regler om ID-kort og arbejdsklausuler i byggebranchen.
Pensions and Working Life
The government wishes to establish a tripartite agreement with the social partners on a more flexible working and family life, including conditions for pensions and retirement. The following topics are to be discussed as part of this work:
- Strengthening opportunities to work less during some periods of life and more in others
- Creating greater security and clarity regarding the rules for retirement
- Investing in education, upskilling, reskilling, and career shifts
- Reducing stress and sickness absence and improving the working environment
- Strengthening a more inclusive labor market, including for seniors
The government specifically intends to establish a career shift fund to support opportunities for reskilling and career changes, including for those parts of the workforce for whom artificial intelligence is expected to change the competency requirements, as well as for skilled and unskilled workers with long working lives behind them.
In addition, the government wants employees with young children to have the option of part time work with wage compensation. It will be a requirement that the employee works full time both before and after the part time period.
The tripartite agreement must also identify measures that can increase structural employment by 5,000 full time workers.
The government will improve the conditions for early retirement by, among other things, not raising the age threshold for early retirement and increasing the benefit by DKK 3,000 per month.
Reintroducing Great Prayer Day
It is the government's goal to reintroduce "Store Bededag" (Great Prayer Day) as a public holiday from 2030. The prerequisite is that the government can present proposals that compensate for the loss of employment that follows from introducing an additional public holiday.
Taxation
The government intends to abolish the "top top tax," which is a 5% tax on income above DKK 2.6 million. The abolition will be financed by changes to the taxation of principal shareholders.
The government also plans to abolish the middle tax bracket, which has so far been a 7.5% tax on income from DKK 641,000 to DKK 778,000. Going forward, there will only be a top tax of 15% on all income above DKK 778,000 - or $120.000.
The tax on share income will be slightly reduced, so that capital gains on shares up to DKK 110,000 will be taxed at 27%. Until now, the threshold has been DKK 90,000. Share income above the threshold will continue to be taxed at 42%.
The lower personal income taxes will be financed through new and increased taxes or reduced deductions on inheritance, interest expenses, research and development, business subsidies, and the personal tax allowance.
The government also wants to reform capital taxation to free up more capital for businesses. The reform has not yet been specified. A commission will be tasked with proposing the reform.
Corporate tax will be reduced over three years from the current 22% to 19%. Provided that other countries do not also reduce their corporate tax rates, Denmark will have one of the lowest corporate tax rates among Western countries.
Bottom Line
Several of the initiatives -- particularly in the area of taxation -- will improve the conditions for doing business in Denmark, while other initiatives might worsen the conditions for companies. In particular, improved conditions for part time work, retirement, reskilling, and the reintroduction of a public holiday will likely reduce the supply of labor.
A key uncertainty for businesses is the unclear and insufficient financing of the many proposals. The financing measures are an unknown factor that may increase the cost of running a business.
*/ Erik Simonsen is a Senior Labor Market Advisor with Littler Denmark
* * *
Original text here: https://www.littler.com/news-analysis/asap/denmarks-new-government-initiatives-business-and-labor-market
[Category: BizLaw/Legal]
K&L Gates Enhances Texas Corporate and Energy Capabilities With Dallas Partner Addition
PITTSBURGH, Pennsylvania, July 1 -- K&L Gates, a law firm, issued the following news release:
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K&L Gates Enhances Texas Corporate and Energy Capabilities With Dallas Partner Addition
Dallas - Global law firm K&L Gates LLP welcomes Patrick Knapp as a partner in its Corporate practice. He joins the firm's Dallas office, further strengthening its capabilities in energy-focused transactions and financings.
Knapp is an accomplished corporate transactional lawyer with extensive experience advising public companies, private equity-backed portfolio companies, and family offices on mergers and ... Show Full Article PITTSBURGH, Pennsylvania, July 1 -- K&L Gates, a law firm, issued the following news release: * * * K&L Gates Enhances Texas Corporate and Energy Capabilities With Dallas Partner Addition Dallas - Global law firm K&L Gates LLP welcomes Patrick Knapp as a partner in its Corporate practice. He joins the firm's Dallas office, further strengthening its capabilities in energy-focused transactions and financings. Knapp is an accomplished corporate transactional lawyer with extensive experience advising public companies, private equity-backed portfolio companies, and family offices on mergers andacquisitions, financings, and complex commercial transactions. His practice is particularly focused on the energy sector, including upstream, midstream, and downstream infrastructure and related commercial arrangements.
Prior to joining K&L Gates, Knapp served as executive vice president, general counsel, and corporate secretary of a NASDAQ-traded, Dallas-based energy and infrastructure company, where he led legal, compliance, and risk functions and guided numerous strategic transactions.
Over the course of his career, Knapp has represented clients in significant transactions involving energy infrastructure development, asset acquisitions and divestitures, and complex commercial arrangements. His clients include independent refiners, marketers, infrastructure providers, and family offices, and his work involves matters throughout the United States and internationally.
"Pat brings a strong combination of private practice and in-house leadership experience that aligns well with our clients' evolving needs, particularly in the energy and infrastructure sectors," said Beth Petronio, managing partner of K&L Gates' Dallas office. "His deep transactional experience further strengthens our ability to support clients across Texas and the broader energy market."
K&L Gates' presence in Texas spans more than 50 years with offices in Austin, Dallas, and Houston. Knapp's arrival follows the addition of Austin partner Kate Goodrich, who held key legal and policy roles within the Texas Legislature, including serving as deputy general counsel and policy advisor to the Speaker of the Texas House of Representatives. Globally, the firm's Corporate practice recently welcomed data partner Sarah Pearce in London and M&A partner Yang Wang and capital markets partner Guiping Lu in Hong Kong.
"Pat's arrival enhances our corporate M&A capabilities, particularly in the energy and infrastructure sectors where clients are continuing to navigate complex transactions and evolving market conditions," said Adam Tejeda, leader of K&L Gates' global Corporate practice. "His experience advising public companies, private investors, and energy-focused businesses strengthens our ability to support clients on sophisticated transactions across key markets."
K&L Gates' Corporate practice is one of the most substantial in the legal industry, with hundreds of lawyers assisting clients in the structuring, financing, and completion of domestic, international, and cross-border transactions. The group serves as counsel to a broad array of Global 500, Fortune 100, FTSE 100 corporations, privately held and venture-backed companies, partnerships, private equity firms, other investment funds, management groups, and entrepreneurs, helping to earn K&L Gates the distinction of Corporate "Law Firm of the Year" in the 2024 and 2022 editions of Best Law Firms(R).
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.
* * *
Original text here: https://www.klgates.com/KL-Gates-Enhances-Texas-Corporate-and-Energy-Capabilities-With-Dallas-Partner-Addition-6-30-2026
[Category: BizLaw/Legal]
* * *
K&L Gates Enhances Texas Corporate and Energy Capabilities With Dallas Partner Addition
Dallas - Global law firm K&L Gates LLP welcomes Patrick Knapp as a partner in its Corporate practice. He joins the firm's Dallas office, further strengthening its capabilities in energy-focused transactions and financings.
Knapp is an accomplished corporate transactional lawyer with extensive experience advising public companies, private equity-backed portfolio companies, and family offices on mergers and ... Show Full Article PITTSBURGH, Pennsylvania, July 1 -- K&L Gates, a law firm, issued the following news release: * * * K&L Gates Enhances Texas Corporate and Energy Capabilities With Dallas Partner Addition Dallas - Global law firm K&L Gates LLP welcomes Patrick Knapp as a partner in its Corporate practice. He joins the firm's Dallas office, further strengthening its capabilities in energy-focused transactions and financings. Knapp is an accomplished corporate transactional lawyer with extensive experience advising public companies, private equity-backed portfolio companies, and family offices on mergers andacquisitions, financings, and complex commercial transactions. His practice is particularly focused on the energy sector, including upstream, midstream, and downstream infrastructure and related commercial arrangements.
Prior to joining K&L Gates, Knapp served as executive vice president, general counsel, and corporate secretary of a NASDAQ-traded, Dallas-based energy and infrastructure company, where he led legal, compliance, and risk functions and guided numerous strategic transactions.
Over the course of his career, Knapp has represented clients in significant transactions involving energy infrastructure development, asset acquisitions and divestitures, and complex commercial arrangements. His clients include independent refiners, marketers, infrastructure providers, and family offices, and his work involves matters throughout the United States and internationally.
"Pat brings a strong combination of private practice and in-house leadership experience that aligns well with our clients' evolving needs, particularly in the energy and infrastructure sectors," said Beth Petronio, managing partner of K&L Gates' Dallas office. "His deep transactional experience further strengthens our ability to support clients across Texas and the broader energy market."
K&L Gates' presence in Texas spans more than 50 years with offices in Austin, Dallas, and Houston. Knapp's arrival follows the addition of Austin partner Kate Goodrich, who held key legal and policy roles within the Texas Legislature, including serving as deputy general counsel and policy advisor to the Speaker of the Texas House of Representatives. Globally, the firm's Corporate practice recently welcomed data partner Sarah Pearce in London and M&A partner Yang Wang and capital markets partner Guiping Lu in Hong Kong.
"Pat's arrival enhances our corporate M&A capabilities, particularly in the energy and infrastructure sectors where clients are continuing to navigate complex transactions and evolving market conditions," said Adam Tejeda, leader of K&L Gates' global Corporate practice. "His experience advising public companies, private investors, and energy-focused businesses strengthens our ability to support clients on sophisticated transactions across key markets."
K&L Gates' Corporate practice is one of the most substantial in the legal industry, with hundreds of lawyers assisting clients in the structuring, financing, and completion of domestic, international, and cross-border transactions. The group serves as counsel to a broad array of Global 500, Fortune 100, FTSE 100 corporations, privately held and venture-backed companies, partnerships, private equity firms, other investment funds, management groups, and entrepreneurs, helping to earn K&L Gates the distinction of Corporate "Law Firm of the Year" in the 2024 and 2022 editions of Best Law Firms(R).
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.
* * *
Original text here: https://www.klgates.com/KL-Gates-Enhances-Texas-Corporate-and-Energy-Capabilities-With-Dallas-Partner-Addition-6-30-2026
[Category: BizLaw/Legal]
Faegre Drinker Biddle & Reath Issues Commentary: How to Avoid Enhanced Scrutiny of Transactions Involving Controlling Stockholders
MINNEAPOLIS, Minnesota, July 1 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on June 30, 2026, by partner Oderah C. Nwaeze:
* * *
How to Avoid Enhanced Scrutiny of Transactions Involving Controlling Stockholders
The Corporate Guide
At a Glance
This guide provides a high-level explanation of the circumstances where a stockholder may be considered controlling, as well as steps to take so that transactions involving controlling stockholders receive the benefit of the business judgment rule or statutory safe harbor protection rather than scrutiny under the onerous ... Show Full Article MINNEAPOLIS, Minnesota, July 1 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on June 30, 2026, by partner Oderah C. Nwaeze: * * * How to Avoid Enhanced Scrutiny of Transactions Involving Controlling Stockholders The Corporate Guide At a Glance This guide provides a high-level explanation of the circumstances where a stockholder may be considered controlling, as well as steps to take so that transactions involving controlling stockholders receive the benefit of the business judgment rule or statutory safe harbor protection rather than scrutiny under the onerousentire fairness standard, all under Delaware law.
-
How Does the Law Define a Controlling Stockholder?
* Typically, a stockholder is "controlling" if it:
- Owns more than 50% of the voting power in a corporation.
- "[E]xercises control over the business affairs of the corporation." Kahn v. Lynch Communc'n Sys., Inc., 638 A.2d 1110, 1113-14 (Del. 1994).
* For purposes of the statutory safe harbors in Section 144 of the Delaware General Corporation Law, a "controlling stockholder" includes a person that, together with affiliates and associates, owns or controls a majority of the corporation's voting power, has rights to cause the election of board nominees constituting a majority or equivalent voting power of the board, or has functionally equivalent majority power by virtue of at least one-third voting power and the power to exercise managerial authority over the corporation's business and affairs.
- Section 144 also recognizes a "control group," meaning two or more persons that are not individually controlling stockholders but, by virtue of an agreement, arrangement, or understanding among them, constitute a controlling stockholder.
* Exercising control does not have a fixed legal meaning. As a practical matter, it means:
- The stockholder "possesses a combination of stock voting power and managerial authority that enables [the stockholder] to control the corporation..." In re Cysive S'Holders Litig., 836 A.2d 531, 553 (Del. Ch. 2003).
- Control does not require oversight over the corporation's day-to-day operations. Rather, it is sufficient that the stockholder had influence or control over the transaction at issue.
Common Factors for Determining Control
* The following are common factors considered by Delaware courts in deciding if a minority stockholder has dominion or control over the corporation's board of directors -- although none of these factors alone proves control:
- Circumstances indicating influence over other board members, even without evidence that influence was used.
- Veto power over the decisions and actions of the board.
- Whether the minority stockholder held a key position (e.g., CEO, founder, or chair of the board) and the length of tenure in those positions.
- The degree of operational involvement of the minority stockholder in the day-to-day running of the company.
- Preferential treatment by the board.
- Employment of family members of the minority shareholder by the company.
- Direct threats or commands by the minority stockholder to the board.
- The minority stockholder's control over important customers of the company.
Examples of the Delaware Court of Chancery Holding That a Minority Stockholder Has Control
Williamson v. Cox Communications, Inc., 2006 WL 1586375, at *5 (Del. Ch. June 5, 2006)
The Court of Chancery found that it was reasonably inferable that two stockholders, who together held a 17.1% stake in the relevant corporation, were controlling stockholders because they could "shut down the effective operation of the [corporation's] board of directors by vetoing board actions."
In re Zhongpin Inc. Stockholders Litig., 2014 WL 6735457 (Del. Ch. Nov. 26, 2014) (rev'd on other grounds)
The Delaware Court of Chancery concluded that the complaint pleaded sufficient facts to raise the inference that the company's CEO, chairman, and 17.3% stockholder was a controlling stockholder. Evidence of the CEO's control was found in the company's Form 10-K, which stated that that he "exercise[d] significant influence over" the company. Id. at *7. Examples of the CEO/chair/stockholder's control included the right to:
* Approve the election of directors.
* Select senior management.
* Significant dividend payments.
* Influence mergers and acquisitions.
* Amend the company's bylaws.
* Manage the company's operations and daily business.
Calesa Assoc., L.P, et. al v. American Capital, Ltd., 2016 WL 770251 (Del. Ch. Feb. 29, 2016)
The Delaware Court of Chancery held that the plaintiffs, stockholders of Halt, adequately alleged that American Capital, which owned only a 26% equity stake in Halt, exercised complete control and dominion over Halt and its board. The allegation that American Capital was Halt's controlling stockholder was based on the following:
* In connection with its initial investment in Halt, American Capital received the right to appoint two of Halt's five directors.
* American Capital had the right to block or veto certain equity transactions.
* In 2011, Halt obtained a third-party loan secured by its intellectual property. American Capital "secretly" purchased the resulting note and the secured interest.
* Also in 2011, American Capital blocked another third-party loan and forced Halt's board to accept a $20 million loan from American Capital at a 22% interest rate. By virtue of that loan, American Capital received the right to appoint another member to Halt's board of directors.
* When Halt was incapable of repaying the loans, American Capital forced Halt into a transaction whereby American Capital would loan Halt an additional $73 million ($55 million of which would be used to repay the original indebtedness) in exchange for new shares of preferred and common stock.
* The resulting transaction gave American Capital 66% of Halt's outstanding stock and the right to designate four of Halt's six director positions.
* Halt's CEO, who was also a director, was beholden to American Capital because his employment could be terminated by American Capital.
Can a Company Ensure That Controller Transactions Are Reviewed Under the Business Judgment Standard and Avoid Stricter Scrutiny?
* Transactions where a controlling stockholder stands on both sides typically are reviewed under the onerous "entire fairness" standard. This means the directors must prove the transaction was entirely fair to the company. See Weinberger v. UOP, Inc., 457 A.2d 701, 710 (Del. 1983); In re Cysive S'Holders Litig., 836 A.2d 531, 547 (Del. Ch. 2003). Under this standard, the directors bear the burden of establishing that the challenged transaction was fair in dealing and in price.
* A company's board, however, can secure the more lenient business judgment review of transactions involving controlling stockholders if all the requirements set below are met: /1
1. The transaction is negotiated and approved by a special committee and a fully informed majority of the minority of disinterested stockholders.
2. The entire special committee is independent of the controlling shareholder.
3. The special committee has power to reject the proposal and may rely on the guidance of independent legal and financial advisors.
4. The special committee meets its duty of care.
5. The minority vote is nonwaivable, fully informed, and uncoerced.
Key Takeaways
* Evaluate controlling stockholders and control groups. When engaging in transactions involving individuals or entities with a significant equity position in the company, the board must scrutinize the conduct of that stockholder or group to determine whether -- based on the factors explored above and the statutory definition in DGCL Section 144 -- that stockholder or group could be classified as having control or dominion over the company and/or its board.
* Form a special committee. If the company is considering a control person transaction, it should form a special committee comprised of directors who are independent from the controlling stockholder or control group and are disinterested in the transaction and maintain a record of how it was determined that the committee members are disinterested (such as questionnaires).
* Unfettered authority. The board must ensure that the special committee has the unfettered right to negotiate and reject the controlling stockholder's proposal or preferred transaction.
* Oversight and independence. The special committee should exercise the oversight over the transaction.
- The rest of the board (and certainly directors lacking independence) should not have any role in negotiating or structuring the transaction.
* Information disclosure. Ensure minority shareholders receive all relevant information about the transaction. The information should be complete and not misleading.
* Approval process. From the beginning of negotiations through the finalization of the transaction, it must be subject to the approval of disinterested minority stockholders.
Recommendation
Given the complexity of issues involving controlling stockholders, the importance of executing a careful process, and the likelihood of litigation, it is recommended to engage experienced outside counsel as soon as such transactions are contemplated.
* * *
1. In re Match Grp., Inc. Deriv. Litig., 2024 WL 1449815 (Del. Apr. 4, 2024); In re MFW Shareholders Litig., 67 A.3d 496 (Del. Ch. 2013) (The process protects minority shareholders by ensuring that a special committee acts as a bargaining agent to negotiate prices and address collective action issues. Additionally, requiring a majority vote from minority shareholders gives them a say in a merger proposed by a board dominated by a controlling party.)
* * *
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
Oderah C. Nwaeze
Partner
Philadelphia
Wilmington
+1 215 988 1172
+1 302 467 4268
oderah.nwaeze@faegredrinker.com
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Original text here: https://www.faegredrinker.com/en/insights/publications/2022/3/the-corporate-guide-avoiding-enhanced-scrutiny-of-transactions-involving-controlling-stockholders
[Category: BizLaw/Legal]
* * *
How to Avoid Enhanced Scrutiny of Transactions Involving Controlling Stockholders
The Corporate Guide
At a Glance
This guide provides a high-level explanation of the circumstances where a stockholder may be considered controlling, as well as steps to take so that transactions involving controlling stockholders receive the benefit of the business judgment rule or statutory safe harbor protection rather than scrutiny under the onerous ... Show Full Article MINNEAPOLIS, Minnesota, July 1 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on June 30, 2026, by partner Oderah C. Nwaeze: * * * How to Avoid Enhanced Scrutiny of Transactions Involving Controlling Stockholders The Corporate Guide At a Glance This guide provides a high-level explanation of the circumstances where a stockholder may be considered controlling, as well as steps to take so that transactions involving controlling stockholders receive the benefit of the business judgment rule or statutory safe harbor protection rather than scrutiny under the onerousentire fairness standard, all under Delaware law.
-
How Does the Law Define a Controlling Stockholder?
* Typically, a stockholder is "controlling" if it:
- Owns more than 50% of the voting power in a corporation.
- "[E]xercises control over the business affairs of the corporation." Kahn v. Lynch Communc'n Sys., Inc., 638 A.2d 1110, 1113-14 (Del. 1994).
* For purposes of the statutory safe harbors in Section 144 of the Delaware General Corporation Law, a "controlling stockholder" includes a person that, together with affiliates and associates, owns or controls a majority of the corporation's voting power, has rights to cause the election of board nominees constituting a majority or equivalent voting power of the board, or has functionally equivalent majority power by virtue of at least one-third voting power and the power to exercise managerial authority over the corporation's business and affairs.
- Section 144 also recognizes a "control group," meaning two or more persons that are not individually controlling stockholders but, by virtue of an agreement, arrangement, or understanding among them, constitute a controlling stockholder.
* Exercising control does not have a fixed legal meaning. As a practical matter, it means:
- The stockholder "possesses a combination of stock voting power and managerial authority that enables [the stockholder] to control the corporation..." In re Cysive S'Holders Litig., 836 A.2d 531, 553 (Del. Ch. 2003).
- Control does not require oversight over the corporation's day-to-day operations. Rather, it is sufficient that the stockholder had influence or control over the transaction at issue.
Common Factors for Determining Control
* The following are common factors considered by Delaware courts in deciding if a minority stockholder has dominion or control over the corporation's board of directors -- although none of these factors alone proves control:
- Circumstances indicating influence over other board members, even without evidence that influence was used.
- Veto power over the decisions and actions of the board.
- Whether the minority stockholder held a key position (e.g., CEO, founder, or chair of the board) and the length of tenure in those positions.
- The degree of operational involvement of the minority stockholder in the day-to-day running of the company.
- Preferential treatment by the board.
- Employment of family members of the minority shareholder by the company.
- Direct threats or commands by the minority stockholder to the board.
- The minority stockholder's control over important customers of the company.
Examples of the Delaware Court of Chancery Holding That a Minority Stockholder Has Control
Williamson v. Cox Communications, Inc., 2006 WL 1586375, at *5 (Del. Ch. June 5, 2006)
The Court of Chancery found that it was reasonably inferable that two stockholders, who together held a 17.1% stake in the relevant corporation, were controlling stockholders because they could "shut down the effective operation of the [corporation's] board of directors by vetoing board actions."
In re Zhongpin Inc. Stockholders Litig., 2014 WL 6735457 (Del. Ch. Nov. 26, 2014) (rev'd on other grounds)
The Delaware Court of Chancery concluded that the complaint pleaded sufficient facts to raise the inference that the company's CEO, chairman, and 17.3% stockholder was a controlling stockholder. Evidence of the CEO's control was found in the company's Form 10-K, which stated that that he "exercise[d] significant influence over" the company. Id. at *7. Examples of the CEO/chair/stockholder's control included the right to:
* Approve the election of directors.
* Select senior management.
* Significant dividend payments.
* Influence mergers and acquisitions.
* Amend the company's bylaws.
* Manage the company's operations and daily business.
Calesa Assoc., L.P, et. al v. American Capital, Ltd., 2016 WL 770251 (Del. Ch. Feb. 29, 2016)
The Delaware Court of Chancery held that the plaintiffs, stockholders of Halt, adequately alleged that American Capital, which owned only a 26% equity stake in Halt, exercised complete control and dominion over Halt and its board. The allegation that American Capital was Halt's controlling stockholder was based on the following:
* In connection with its initial investment in Halt, American Capital received the right to appoint two of Halt's five directors.
* American Capital had the right to block or veto certain equity transactions.
* In 2011, Halt obtained a third-party loan secured by its intellectual property. American Capital "secretly" purchased the resulting note and the secured interest.
* Also in 2011, American Capital blocked another third-party loan and forced Halt's board to accept a $20 million loan from American Capital at a 22% interest rate. By virtue of that loan, American Capital received the right to appoint another member to Halt's board of directors.
* When Halt was incapable of repaying the loans, American Capital forced Halt into a transaction whereby American Capital would loan Halt an additional $73 million ($55 million of which would be used to repay the original indebtedness) in exchange for new shares of preferred and common stock.
* The resulting transaction gave American Capital 66% of Halt's outstanding stock and the right to designate four of Halt's six director positions.
* Halt's CEO, who was also a director, was beholden to American Capital because his employment could be terminated by American Capital.
Can a Company Ensure That Controller Transactions Are Reviewed Under the Business Judgment Standard and Avoid Stricter Scrutiny?
* Transactions where a controlling stockholder stands on both sides typically are reviewed under the onerous "entire fairness" standard. This means the directors must prove the transaction was entirely fair to the company. See Weinberger v. UOP, Inc., 457 A.2d 701, 710 (Del. 1983); In re Cysive S'Holders Litig., 836 A.2d 531, 547 (Del. Ch. 2003). Under this standard, the directors bear the burden of establishing that the challenged transaction was fair in dealing and in price.
* A company's board, however, can secure the more lenient business judgment review of transactions involving controlling stockholders if all the requirements set below are met: /1
1. The transaction is negotiated and approved by a special committee and a fully informed majority of the minority of disinterested stockholders.
2. The entire special committee is independent of the controlling shareholder.
3. The special committee has power to reject the proposal and may rely on the guidance of independent legal and financial advisors.
4. The special committee meets its duty of care.
5. The minority vote is nonwaivable, fully informed, and uncoerced.
Key Takeaways
* Evaluate controlling stockholders and control groups. When engaging in transactions involving individuals or entities with a significant equity position in the company, the board must scrutinize the conduct of that stockholder or group to determine whether -- based on the factors explored above and the statutory definition in DGCL Section 144 -- that stockholder or group could be classified as having control or dominion over the company and/or its board.
* Form a special committee. If the company is considering a control person transaction, it should form a special committee comprised of directors who are independent from the controlling stockholder or control group and are disinterested in the transaction and maintain a record of how it was determined that the committee members are disinterested (such as questionnaires).
* Unfettered authority. The board must ensure that the special committee has the unfettered right to negotiate and reject the controlling stockholder's proposal or preferred transaction.
* Oversight and independence. The special committee should exercise the oversight over the transaction.
- The rest of the board (and certainly directors lacking independence) should not have any role in negotiating or structuring the transaction.
* Information disclosure. Ensure minority shareholders receive all relevant information about the transaction. The information should be complete and not misleading.
* Approval process. From the beginning of negotiations through the finalization of the transaction, it must be subject to the approval of disinterested minority stockholders.
Recommendation
Given the complexity of issues involving controlling stockholders, the importance of executing a careful process, and the likelihood of litigation, it is recommended to engage experienced outside counsel as soon as such transactions are contemplated.
* * *
1. In re Match Grp., Inc. Deriv. Litig., 2024 WL 1449815 (Del. Apr. 4, 2024); In re MFW Shareholders Litig., 67 A.3d 496 (Del. Ch. 2013) (The process protects minority shareholders by ensuring that a special committee acts as a bargaining agent to negotiate prices and address collective action issues. Additionally, requiring a majority vote from minority shareholders gives them a say in a merger proposed by a board dominated by a controlling party.)
* * *
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.
* * *
Meet the Authors
Oderah C. Nwaeze
Partner
Philadelphia
Wilmington
+1 215 988 1172
+1 302 467 4268
oderah.nwaeze@faegredrinker.com
* * *
Original text here: https://www.faegredrinker.com/en/insights/publications/2022/3/the-corporate-guide-avoiding-enhanced-scrutiny-of-transactions-involving-controlling-stockholders
[Category: BizLaw/Legal]
Faegre Drinker Biddle & Reath Issues Commentary: 2026 Colorado Employment Law - What's New, What's Next, and What to Do About It
MINNEAPOLIS, Minnesota, July 1 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on June 30, 2026, by deputy general counsel or partner Mary L. Will, partner Sari M. Long and associates Taylor Brook Walker, Erik A. Mosvick and Robbie Mazer:
* * *
2026 Colorado Employment Law: What's New, What's Next, and What to Do About It
Changes span workers' compensation, identification document protections, workplace safety, demographic data reporting, and AI-driven decision-making.
At a Glance
* HB-1159: Department of Labor & Employment Supplemental -- Effective March 12, ... Show Full Article MINNEAPOLIS, Minnesota, July 1 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on June 30, 2026, by deputy general counsel or partner Mary L. Will, partner Sari M. Long and associates Taylor Brook Walker, Erik A. Mosvick and Robbie Mazer: * * * 2026 Colorado Employment Law: What's New, What's Next, and What to Do About It Changes span workers' compensation, identification document protections, workplace safety, demographic data reporting, and AI-driven decision-making. At a Glance * HB-1159: Department of Labor & Employment Supplemental -- Effective March 12,2026
* SB26-093: Workers Compensation Insurance Coverage Verification -- Effective May 29, 2026
* HB26-1143: Non-Employment Educational Opportunities Background Check Information -- Effective June 3, 2026
* HB26-1283: Protections Regarding Seizures of Identification Documents -- Effective June 3, 2026
* SB26-160: Personal Protective Equipment and Restroom Breaks for Meatpackers -- Effective June 3, 2026
* HB26-1417: Colorado Anti-Discrimination Act Testing Entities -- Effective August 12, 2026
* HB26-1272: Extreme Temperatures Worker Protections -- Effective August 12, 2026
* HB26-1207: Disclosure of Demographic Workforce Data -- Effective August 12, 2026
* SB26-189: Automated Decision-Making Technology -- Effective January 1, 2027
* SB26-121: Overtime Threshold for Agricultural Employees -- Effective January 1, 2027
-
This update summarizes recently enacted Colorado employment-related legislation, including measures already in effect, changes taking effect in August 2026, and compliance obligations beginning in 2027 and beyond. Employers should review the effective dates and begin assessing whether any new notice, reporting, or policy updates are required.
Changes Already in Effect
HB26-1159: Department of Labor & Employment Supplemental Appropriation -- Effective March 12, 2026
HB26-1159 is a supplemental appropriation concerning the Colorado Department of Labor and Employment (CDLE) budget. The supplemental appropriation decreased the CDLE overall budget by approximately $250,000.
SB26-093: Workers' Compensation Insurance Coverage Verification -- Effective May 29, 2026
SB26-093 requires that applicants for building or construction permits related to projects costing greater than $1 million file a signed declaration verifying that all people working under the permit -- including subcontractors -- have valid workers' compensation insurance coverage during the entire duration of the permit. The CDLE Division of Workers' Compensation is authorized to investigate complaints of alleged violations.
Construction employers should take immediate action to confirm coverage documentation and subcontractor compliance to prevent any liability or construction delays.
HB26-1143: Non-Employment Educational Opportunities Background Check Information -- Effective June 3, 2026
HB26-1143 applies to certain educational institutions, nonprofit organizations, covered K-12 schools, and health care entities that require background checks for non-employment-based educational opportunities. If a covered entity requires a Social Security number (SSN) for those background checks, it generally must accept an individual taxpayer identification number (ITIN) instead, unless an exception applies. Exceptions include:
* Licensed or certified hospitals and covered schools may accept a fingerprint background check in lieu of an SSN or ITIN.
* State higher education institutions or local district colleges requiring an SSN for non-employment-based educational opportunities involving vulnerable populations must accept either an ITIN or fingerprint background check as determined by the institution in lieu of an SSN.
* This law does not apply to entities required to collect an SSN as identified under HB26-1143.
Violators are subject to civil penalties. This law does not apply to positions constituting employment under Colorado's unemployment insurance law (see Colorado Revised Statutes Sec. 8-70-115).
HB26-1283: Protections Regarding Seizures of Identification Documents -- Effective June 3, 2026
HB26-1283 establishes criminal liability for employers or their representatives who demand, confiscate, retain, or otherwise require employees or individuals performing work for the employer to surrender government-issued identification (such as a driver's license, passport, visa, or work permit). This legislation extends protections to job applicants and all persons seeking to perform work for an employer in any capacity, including migrant and seasonal workers.
Employers or their agents are permitted to request and temporarily retain an individual's government-issued identification document solely for the purpose of verifying employment eligibility and creating a copy. However, such retention must not exceed 10 hours.
When conducting these procedures, employers are required to provide written notice to the individual regarding the prohibition against extended retention, both in English and, when applicable, in the individual's primary language if the employer knows the individual's primary language is not English. Individuals must acknowledge receipt of this notification, and employers must maintain records of both the notification and acknowledgment.
The bill provides two specific exceptions:
1. Retention is mandated by state or federal law; or
2. Retention occurs pursuant to a signed judicial warrant.
Note, employers may also maintain an employee's government-issued identification document when an employee is assigned to an off-site premises and does not surrender an employer-issued identification card for the entirety of the employee's presence on the premises under Colorado Revised Statutes Sec. 8-2-125.
SB26-160: Personal Protective Equipment and Restroom Breaks for Meatpackers -- Effective June 3, 2026
SB26-160 prohibits employers from making deductions from the wages or compensation of an employee for personal protective equipment. SB26-160 also prohibits a meatpacking employer with 500 or more employees in the state from unreasonably denying the use of a restroom during worktime.
Changes Effective August 2026
HB26-1417: Colorado Anti-Discrimination Act Testing Entities -- Effective August 12, 2026
HB26-1417 amends the Colorado Anti-Discrimination Act's testing-accommodation provisions by expanding the definition of "testing entity" and explicitly affirming accessibility requirements for examinations and related courses:
* Expanded Coverage: HB26-1417 broadens the definition of "testing entity" to include any person, business, or state or local government agency that offers examinations or courses related to applications, licensing, certification, or credentialing for secondary or postsecondary education, or for professional or trade purposes.
* Accessibility Requirement: Covered entities must offer examinations or courses in a place and manner accessible to individuals with disabilities or offer alternative accessible arrangements.
HB26-1417's legislative declaration emphasizes that equal access to education and professional opportunity is a fundamental right and that accommodations such as extended time, alternative formats, assistive technology, and accessible testing environments help ensure exams measure aptitude and achievement rather than the impact of a disability. The legislature also expressly responded to a recent district court decision, clarifying that the legislature intended for the National Board of Medical Examiners to be treated as a covered entity and that Colorado law be aligned with federal disability-access protections for examinations.
HB26-1272: Extreme Temperatures Worker Protections -- Effective August 12, 2026
HB26-1272 directs the CDLE Division of Labor & Statistics (Division) to collect data on temperature-related injuries, illnesses, and emergencies and to develop a model temperature-related injury and illness prevention plan (TRIIPP) by July 1, 2028. Note, earlier versions of HB26-1272 required that employers in covered industries submit compliant TRIIPP plans to the Division by September 1, 2028. This requirement is not included in the signed bill, but employers in covered industries should monitor CDLE guidance and begin assessing heat- and cold-stress prevention practices.
HB26-1207: Required Disclosure of Demographic Workforce Data -- Effective August 12, 2026
Beginning July 1, 2027, private entities doing business in Colorado with 100 or more workers and that, as of March 1, 2026, were required to submit EEO-1 data to the Equal Employment Opportunity Commission (EEOC) must submit a periodic report that states the name of the reporting entity, the state where the reporting entity was formed, and the EEO-1 demographic workforce data collected for the EEOC to the Colorado Secretary of State. The requirement applies even if the federal government later discontinues its EEO-1 reporting requirement.
Changes Coming in 2027 & Beyond
SB26-189: Automated Decision-Making Technology -- Effective January 1, 2027
After much public debate related to the potential implementation date of Colorado's 2024 Artificial Intelligence law SB24-205, SB26-189 repeals SB24-205's artificial intelligence framework and replaces it with a narrower set of requirements for automated decision-making technology (ADMT) used to materially influence certain consequential decisions.
The law defines ADMT as technology that processes personal data and uses computation to generate output -- such as predictions, recommendations, classifications, rankings, or scores -- that are used to make, guide, or assist a decision about an individual. An ADMT is considered "covered" if it is used to materially influence a consequential decision.
The law specifically covers any employee, a job applicant who is a Colorado resident, and any individual whose access to, eligibility for, or opportunity in Colorado is evaluated in a consequential decision by a person doing business in Colorado. "Materially influence" means that the ADMT output is a "non-de minimis" factor in making the consequential decision and the ADMT output affects the outcome of a consequential decision by "constraining, ranking, scoring, recommending, classifying, or otherwise meaningfully altering how a consequential decision is made." A "consequential decision" includes decisions affecting an individual's access to, eligibility for, or compensation related to a "covered domain" including employment or an employment opportunity that creates or may create an employer-employee relationship.
SB26-189 creates separate obligations for ADMT developers and deployers.
1. Developers: A developer is a person doing business in Colorado that develops, offers, sells, leases, licenses, or otherwise makes available a covered ADMT, including certain covered components, or that intentionally and substantially modifies an ADMT so that it becomes a covered ADMT. Developers must:
* Provide deployers with technical documentation describing the ADMT's intended uses, categories of training data, known limitations, and instructions for appropriate use and human review
* Notify deployers of material updates or modifications
* Retain records needed to demonstrate compliance for at least three years
2. Deployers: A deployer is a person doing business in Colorado that uses a covered ADMT (i.e., Colorado employers who use an ADMT). Deployers must:
* Provide clear and conspicuous notice to consumers before a covered ADMT is used at the point of interaction (e.g., an online application post)
* Provide certain information to the consumer within 30 days after the deployer uses a covered ADMT that results in an adverse outcome for the consumer. This information includes:
- A plain-language description of the covered ADMT's role
- Simple instructions to request additional information about the covered ADMT and the inputs, including the name of the covered ADMT, the covered ADMT's version number (if applicable), the covered ADMT's developer, and the types of categories and sources of personal data used (if available)
- An explanation of the consumer's rights under SB26-189 and how to exercise them; these rights include:
* Instructions for requesting personal data (similar to above) and an opportunity to correct factually inaccurate personal data upon request
* An opportunity for meaningful human review (to the extent commercially reasonable) and reconsideration after an adverse outcome based on a covered ADMT's consequential decision
- Note -- SB26-189 specifically states that additional regulations will be provided related to the post-adverse action notice. These rules are to be provided on or before January 1, 2027.
* Retain records needed to demonstrate compliance for at least three years
Violations are considered deceptive trade practices under the Colorado Consumer Protection Act, and the attorney general may bring action to enforce the requirements of SB26-189. The attorney general must provide developers and deployers with 60 days' notice and an opportunity to cure an alleged violation before initiating an enforcement action under SB26-189 unless the violation is demonstrated to be knowing or repeated. The law does not create a new private right of action, but violations may still implicate rights and remedies available under other applicable laws, including the Colorado Anti-Discrimination Act, the Colorado Consumer Protection Act, and product liability law.
Employers using automated tools in hiring, promotion, compensation, or other employment-related decisions should identify any covered ADMTs, review vendor documentation, and prepare consumer notices and human-review procedures before January 1, 2027.
Governor Polis also vetoed a related AI bill, HB26-1210, which would have prohibited employers from using surveillance-derived data or automated systems to set or recommend wages, benefits, or employment conditions if doing so would have an adverse effect on workers. The bill targeted "surveillance price and wage setting," including algorithmic tools that analyze worker data to influence compensation decisions. In his veto letter, Governor Polis expressed concern that the legislation was overbroad and could inadvertently restrict beneficial uses of data analytics, such as restricting differentially lower prices (which would be otherwise beneficial to Coloradans). Employers should be aware that while HB26-1210 did not become law, the legislature's focus on AI-driven wage-setting practices signals continued regulatory interest in this area.
SB26-121: Overtime Threshold for Agricultural Employees -- Effective January 1, 2027
SB26-121 establishes a statutory 56-hour weekly overtime threshold for agricultural employees beginning January 1, 2027. Under SB26-121, agricultural employers must pay agricultural employees an overtime rate for hours worked in excess of 56 hours in a workweek, except for employees principally engaged in production of livestock on the open range, decision-making managers, and family members of a family owner of the agricultural employer.
SB26-121 also increases wage-enforcement exposure for agricultural employers related to willful failures to pay wages without good-faith legal justifications that are recurring or not remedied after the CDLE identifies the violation. Agricultural employers should revisit overtime classifications, timekeeping practices, manager classifications, family-member exemptions, and wage-payment compliance ahead of the January 1, 2027, overtime threshold date.
Conclusion
Colorado's 2026 legislative session produced significant employment law changes spanning workers' compensation, identification document protections, workplace safety, demographic data reporting, and AI-driven decision-making. Some requirements are already in effect, while others phase in through 2027 and 2028. Employers should review their policies and procedures for compliance and contact employment counsel for additional assistance.
* * *
Summer associate Robbie Mazer contributed to this update.
* * *
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.
* * *
Meet the Authors
Erik A. Mosvick
Associate
Denver
Minneapolis
+1 303 607 3612
erik.mosvick@faegredrinker.com
* * *
Mary L. Will
Deputy General Counsel / Partner
Denver
+1 303 607 3771
mary.will@faegredrinker.com
* * *
Taylor Brook Walker
Associate
Denver
+1 303 607 3702
taylor.walker@faegredrinker.com
* * *
Sari M. Long
Partner
Denver
+1 303 607 3637
sari.long@faegredrinker.com
* * *
Original text here: https://www.faegredrinker.com/en/insights/publications/2026/6/2026-colorado-employment-law-whats-new-whats-next-and-what-to-do-about-it
[Category: BizLaw/Legal]
* * *
2026 Colorado Employment Law: What's New, What's Next, and What to Do About It
Changes span workers' compensation, identification document protections, workplace safety, demographic data reporting, and AI-driven decision-making.
At a Glance
* HB-1159: Department of Labor & Employment Supplemental -- Effective March 12, ... Show Full Article MINNEAPOLIS, Minnesota, July 1 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on June 30, 2026, by deputy general counsel or partner Mary L. Will, partner Sari M. Long and associates Taylor Brook Walker, Erik A. Mosvick and Robbie Mazer: * * * 2026 Colorado Employment Law: What's New, What's Next, and What to Do About It Changes span workers' compensation, identification document protections, workplace safety, demographic data reporting, and AI-driven decision-making. At a Glance * HB-1159: Department of Labor & Employment Supplemental -- Effective March 12,2026
* SB26-093: Workers Compensation Insurance Coverage Verification -- Effective May 29, 2026
* HB26-1143: Non-Employment Educational Opportunities Background Check Information -- Effective June 3, 2026
* HB26-1283: Protections Regarding Seizures of Identification Documents -- Effective June 3, 2026
* SB26-160: Personal Protective Equipment and Restroom Breaks for Meatpackers -- Effective June 3, 2026
* HB26-1417: Colorado Anti-Discrimination Act Testing Entities -- Effective August 12, 2026
* HB26-1272: Extreme Temperatures Worker Protections -- Effective August 12, 2026
* HB26-1207: Disclosure of Demographic Workforce Data -- Effective August 12, 2026
* SB26-189: Automated Decision-Making Technology -- Effective January 1, 2027
* SB26-121: Overtime Threshold for Agricultural Employees -- Effective January 1, 2027
-
This update summarizes recently enacted Colorado employment-related legislation, including measures already in effect, changes taking effect in August 2026, and compliance obligations beginning in 2027 and beyond. Employers should review the effective dates and begin assessing whether any new notice, reporting, or policy updates are required.
Changes Already in Effect
HB26-1159: Department of Labor & Employment Supplemental Appropriation -- Effective March 12, 2026
HB26-1159 is a supplemental appropriation concerning the Colorado Department of Labor and Employment (CDLE) budget. The supplemental appropriation decreased the CDLE overall budget by approximately $250,000.
SB26-093: Workers' Compensation Insurance Coverage Verification -- Effective May 29, 2026
SB26-093 requires that applicants for building or construction permits related to projects costing greater than $1 million file a signed declaration verifying that all people working under the permit -- including subcontractors -- have valid workers' compensation insurance coverage during the entire duration of the permit. The CDLE Division of Workers' Compensation is authorized to investigate complaints of alleged violations.
Construction employers should take immediate action to confirm coverage documentation and subcontractor compliance to prevent any liability or construction delays.
HB26-1143: Non-Employment Educational Opportunities Background Check Information -- Effective June 3, 2026
HB26-1143 applies to certain educational institutions, nonprofit organizations, covered K-12 schools, and health care entities that require background checks for non-employment-based educational opportunities. If a covered entity requires a Social Security number (SSN) for those background checks, it generally must accept an individual taxpayer identification number (ITIN) instead, unless an exception applies. Exceptions include:
* Licensed or certified hospitals and covered schools may accept a fingerprint background check in lieu of an SSN or ITIN.
* State higher education institutions or local district colleges requiring an SSN for non-employment-based educational opportunities involving vulnerable populations must accept either an ITIN or fingerprint background check as determined by the institution in lieu of an SSN.
* This law does not apply to entities required to collect an SSN as identified under HB26-1143.
Violators are subject to civil penalties. This law does not apply to positions constituting employment under Colorado's unemployment insurance law (see Colorado Revised Statutes Sec. 8-70-115).
HB26-1283: Protections Regarding Seizures of Identification Documents -- Effective June 3, 2026
HB26-1283 establishes criminal liability for employers or their representatives who demand, confiscate, retain, or otherwise require employees or individuals performing work for the employer to surrender government-issued identification (such as a driver's license, passport, visa, or work permit). This legislation extends protections to job applicants and all persons seeking to perform work for an employer in any capacity, including migrant and seasonal workers.
Employers or their agents are permitted to request and temporarily retain an individual's government-issued identification document solely for the purpose of verifying employment eligibility and creating a copy. However, such retention must not exceed 10 hours.
When conducting these procedures, employers are required to provide written notice to the individual regarding the prohibition against extended retention, both in English and, when applicable, in the individual's primary language if the employer knows the individual's primary language is not English. Individuals must acknowledge receipt of this notification, and employers must maintain records of both the notification and acknowledgment.
The bill provides two specific exceptions:
1. Retention is mandated by state or federal law; or
2. Retention occurs pursuant to a signed judicial warrant.
Note, employers may also maintain an employee's government-issued identification document when an employee is assigned to an off-site premises and does not surrender an employer-issued identification card for the entirety of the employee's presence on the premises under Colorado Revised Statutes Sec. 8-2-125.
SB26-160: Personal Protective Equipment and Restroom Breaks for Meatpackers -- Effective June 3, 2026
SB26-160 prohibits employers from making deductions from the wages or compensation of an employee for personal protective equipment. SB26-160 also prohibits a meatpacking employer with 500 or more employees in the state from unreasonably denying the use of a restroom during worktime.
Changes Effective August 2026
HB26-1417: Colorado Anti-Discrimination Act Testing Entities -- Effective August 12, 2026
HB26-1417 amends the Colorado Anti-Discrimination Act's testing-accommodation provisions by expanding the definition of "testing entity" and explicitly affirming accessibility requirements for examinations and related courses:
* Expanded Coverage: HB26-1417 broadens the definition of "testing entity" to include any person, business, or state or local government agency that offers examinations or courses related to applications, licensing, certification, or credentialing for secondary or postsecondary education, or for professional or trade purposes.
* Accessibility Requirement: Covered entities must offer examinations or courses in a place and manner accessible to individuals with disabilities or offer alternative accessible arrangements.
HB26-1417's legislative declaration emphasizes that equal access to education and professional opportunity is a fundamental right and that accommodations such as extended time, alternative formats, assistive technology, and accessible testing environments help ensure exams measure aptitude and achievement rather than the impact of a disability. The legislature also expressly responded to a recent district court decision, clarifying that the legislature intended for the National Board of Medical Examiners to be treated as a covered entity and that Colorado law be aligned with federal disability-access protections for examinations.
HB26-1272: Extreme Temperatures Worker Protections -- Effective August 12, 2026
HB26-1272 directs the CDLE Division of Labor & Statistics (Division) to collect data on temperature-related injuries, illnesses, and emergencies and to develop a model temperature-related injury and illness prevention plan (TRIIPP) by July 1, 2028. Note, earlier versions of HB26-1272 required that employers in covered industries submit compliant TRIIPP plans to the Division by September 1, 2028. This requirement is not included in the signed bill, but employers in covered industries should monitor CDLE guidance and begin assessing heat- and cold-stress prevention practices.
HB26-1207: Required Disclosure of Demographic Workforce Data -- Effective August 12, 2026
Beginning July 1, 2027, private entities doing business in Colorado with 100 or more workers and that, as of March 1, 2026, were required to submit EEO-1 data to the Equal Employment Opportunity Commission (EEOC) must submit a periodic report that states the name of the reporting entity, the state where the reporting entity was formed, and the EEO-1 demographic workforce data collected for the EEOC to the Colorado Secretary of State. The requirement applies even if the federal government later discontinues its EEO-1 reporting requirement.
Changes Coming in 2027 & Beyond
SB26-189: Automated Decision-Making Technology -- Effective January 1, 2027
After much public debate related to the potential implementation date of Colorado's 2024 Artificial Intelligence law SB24-205, SB26-189 repeals SB24-205's artificial intelligence framework and replaces it with a narrower set of requirements for automated decision-making technology (ADMT) used to materially influence certain consequential decisions.
The law defines ADMT as technology that processes personal data and uses computation to generate output -- such as predictions, recommendations, classifications, rankings, or scores -- that are used to make, guide, or assist a decision about an individual. An ADMT is considered "covered" if it is used to materially influence a consequential decision.
The law specifically covers any employee, a job applicant who is a Colorado resident, and any individual whose access to, eligibility for, or opportunity in Colorado is evaluated in a consequential decision by a person doing business in Colorado. "Materially influence" means that the ADMT output is a "non-de minimis" factor in making the consequential decision and the ADMT output affects the outcome of a consequential decision by "constraining, ranking, scoring, recommending, classifying, or otherwise meaningfully altering how a consequential decision is made." A "consequential decision" includes decisions affecting an individual's access to, eligibility for, or compensation related to a "covered domain" including employment or an employment opportunity that creates or may create an employer-employee relationship.
SB26-189 creates separate obligations for ADMT developers and deployers.
1. Developers: A developer is a person doing business in Colorado that develops, offers, sells, leases, licenses, or otherwise makes available a covered ADMT, including certain covered components, or that intentionally and substantially modifies an ADMT so that it becomes a covered ADMT. Developers must:
* Provide deployers with technical documentation describing the ADMT's intended uses, categories of training data, known limitations, and instructions for appropriate use and human review
* Notify deployers of material updates or modifications
* Retain records needed to demonstrate compliance for at least three years
2. Deployers: A deployer is a person doing business in Colorado that uses a covered ADMT (i.e., Colorado employers who use an ADMT). Deployers must:
* Provide clear and conspicuous notice to consumers before a covered ADMT is used at the point of interaction (e.g., an online application post)
* Provide certain information to the consumer within 30 days after the deployer uses a covered ADMT that results in an adverse outcome for the consumer. This information includes:
- A plain-language description of the covered ADMT's role
- Simple instructions to request additional information about the covered ADMT and the inputs, including the name of the covered ADMT, the covered ADMT's version number (if applicable), the covered ADMT's developer, and the types of categories and sources of personal data used (if available)
- An explanation of the consumer's rights under SB26-189 and how to exercise them; these rights include:
* Instructions for requesting personal data (similar to above) and an opportunity to correct factually inaccurate personal data upon request
* An opportunity for meaningful human review (to the extent commercially reasonable) and reconsideration after an adverse outcome based on a covered ADMT's consequential decision
- Note -- SB26-189 specifically states that additional regulations will be provided related to the post-adverse action notice. These rules are to be provided on or before January 1, 2027.
* Retain records needed to demonstrate compliance for at least three years
Violations are considered deceptive trade practices under the Colorado Consumer Protection Act, and the attorney general may bring action to enforce the requirements of SB26-189. The attorney general must provide developers and deployers with 60 days' notice and an opportunity to cure an alleged violation before initiating an enforcement action under SB26-189 unless the violation is demonstrated to be knowing or repeated. The law does not create a new private right of action, but violations may still implicate rights and remedies available under other applicable laws, including the Colorado Anti-Discrimination Act, the Colorado Consumer Protection Act, and product liability law.
Employers using automated tools in hiring, promotion, compensation, or other employment-related decisions should identify any covered ADMTs, review vendor documentation, and prepare consumer notices and human-review procedures before January 1, 2027.
Governor Polis also vetoed a related AI bill, HB26-1210, which would have prohibited employers from using surveillance-derived data or automated systems to set or recommend wages, benefits, or employment conditions if doing so would have an adverse effect on workers. The bill targeted "surveillance price and wage setting," including algorithmic tools that analyze worker data to influence compensation decisions. In his veto letter, Governor Polis expressed concern that the legislation was overbroad and could inadvertently restrict beneficial uses of data analytics, such as restricting differentially lower prices (which would be otherwise beneficial to Coloradans). Employers should be aware that while HB26-1210 did not become law, the legislature's focus on AI-driven wage-setting practices signals continued regulatory interest in this area.
SB26-121: Overtime Threshold for Agricultural Employees -- Effective January 1, 2027
SB26-121 establishes a statutory 56-hour weekly overtime threshold for agricultural employees beginning January 1, 2027. Under SB26-121, agricultural employers must pay agricultural employees an overtime rate for hours worked in excess of 56 hours in a workweek, except for employees principally engaged in production of livestock on the open range, decision-making managers, and family members of a family owner of the agricultural employer.
SB26-121 also increases wage-enforcement exposure for agricultural employers related to willful failures to pay wages without good-faith legal justifications that are recurring or not remedied after the CDLE identifies the violation. Agricultural employers should revisit overtime classifications, timekeeping practices, manager classifications, family-member exemptions, and wage-payment compliance ahead of the January 1, 2027, overtime threshold date.
Conclusion
Colorado's 2026 legislative session produced significant employment law changes spanning workers' compensation, identification document protections, workplace safety, demographic data reporting, and AI-driven decision-making. Some requirements are already in effect, while others phase in through 2027 and 2028. Employers should review their policies and procedures for compliance and contact employment counsel for additional assistance.
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Summer associate Robbie Mazer contributed to this update.
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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
Erik A. Mosvick
Associate
Denver
Minneapolis
+1 303 607 3612
erik.mosvick@faegredrinker.com
* * *
Mary L. Will
Deputy General Counsel / Partner
Denver
+1 303 607 3771
mary.will@faegredrinker.com
* * *
Taylor Brook Walker
Associate
Denver
+1 303 607 3702
taylor.walker@faegredrinker.com
* * *
Sari M. Long
Partner
Denver
+1 303 607 3637
sari.long@faegredrinker.com
* * *
Original text here: https://www.faegredrinker.com/en/insights/publications/2026/6/2026-colorado-employment-law-whats-new-whats-next-and-what-to-do-about-it
[Category: BizLaw/Legal]
Dentons Recognises Outstanding Talent With New Promotions
WASHINGTON, July 1 -- Dentons, a law firm, issued the following news:
* * *
Dentons recognises outstanding talent with new promotions
Dentons is delighted to announce a new round of promotions across New Zealand, recognising exceptional performance and further strengthening key practice areas nationwide. This year's promotions span multiple practice groups and reflect the depth of expertise and commitment our people bring to clients across the country.
Andrea Lane and Merran Greenhalgh have been promoted to Special Counsel, while Natalie Fraser-Jones and Ruth Williams have been promoted to ... Show Full Article WASHINGTON, July 1 -- Dentons, a law firm, issued the following news: * * * Dentons recognises outstanding talent with new promotions Dentons is delighted to announce a new round of promotions across New Zealand, recognising exceptional performance and further strengthening key practice areas nationwide. This year's promotions span multiple practice groups and reflect the depth of expertise and commitment our people bring to clients across the country. Andrea Lane and Merran Greenhalgh have been promoted to Special Counsel, while Natalie Fraser-Jones and Ruth Williams have been promoted toSenior Associate. Additionally, Gina Hopkinson, Kathleen Griffiths, Luke Ji, Nicola Mah and Sean Gourley have all been promoted to Associate.
Special Counsel promotions
Promoted to Special Counsel, Andrea Lane brings deep experience to our Health Litigation team. Based in Christchurch, Andrea advises on a wide range of legal issues relevant to the health sector including patient rights, health information privacy issues, ACC and treatment injuries, complaints against health sector agencies and seeking orders under the Protection of Personal and Property Act 1998. Andrea has acted as junior counsel in the High Court and as sole counsel in the Health Practitioners Disciplinary Tribunal, Family Court and the Coroner's Court.
Merran Greenhalgh has been promoted to Special Counsel in our Major Projects and Construction team. Based in Auckland, Merran has extensive experience in building defects litigation, bringing about claims on behalf of property owners against territorial authorities, developers, contractors, sub-contractors, manufacturers, consultants and product suppliers, as well as defending claims on behalf of contractors. Merran has been involved in numerous successful mediations and informal negotiations. Merran has also appeared in hearings in the Weathertight Homes Tribunal and High Court and was involved in New Zealand's longest hearing for a 'leaky building' claim in the High Court.
Senior Associate promotions
Stepping into a Senior Associate role within our Wellington Corporate and Commercial team, Natalie Fraser-Jones draws on her extensive in consumer, technology and privacy law to assist clients to introduce or advance their products and services in the New Zealand market. Natalie worked in-house for almost four years at a registered trading bank in New Zealand and is well-versed in financial services regulation and the challenges clients face when operating in a highly-regulated environment.
With a strong track record in helping clients resolve a range of contentious matters through dispute litigation processes, including litigation, mediation and regulatory investigations and prosecutions, Ruth Williams has been promoted to Senior Associate in our Wellington Litigation and Dispute Resolution team. Ruth is a pragmatic and approachable advisor and brings a well-rounded and thoughtful perspective to her work. Ruth has appeared in the Family Court, District Court, Employment Relations Authority and High Court.
Associate promotions
The promotion of five Associates highlights our ongoing growth and investment in developing future leaders.
Gina Hopkinson (Banking and Financial Markets), Kathleen Griffiths (Employment), Luke Ji (Employment), Nicola Mah (Litigation and Dispute Resolution) and Sean Gourley (Major Projects and Construction) have been promoted to Associate.
Charles Spillane, Chief Executive said "Our people are the foundation of our success, and these promotions recognise the outstanding contribution each of these lawyers makes to our clients, our teams and our firm. They have demonstrated technical excellence, commercial judgement and a genuine commitment to delivering exceptional client service. At Dentons we are committed to creating opportunities for our people to grow, develop and build rewarding careers. It is incredibly pleasing to see these talented lawyers reach this important milestone, and I look forward to seeing the impact they will continue to make for our clients and the firm. Congratulations to each of them on this well-deserved achievement."
These promotions reflect Dentons' commitment to investing in exceptional people and developing the next generation of legal leaders, while further strengthening the firm's ability to deliver outstanding legal services to clients across New Zealand.
* * *
About Dentons
Redefining possibilities. Together, everywhere. For more information visit dentons.com
* * *
Original text here: https://www.dentons.co.nz/en/about-dentons-in-new-zealand/news/2026/july/dentons-recognises-outstanding-talent-with-new-promotions
[Category: BizLaw/Legal]
* * *
Dentons recognises outstanding talent with new promotions
Dentons is delighted to announce a new round of promotions across New Zealand, recognising exceptional performance and further strengthening key practice areas nationwide. This year's promotions span multiple practice groups and reflect the depth of expertise and commitment our people bring to clients across the country.
Andrea Lane and Merran Greenhalgh have been promoted to Special Counsel, while Natalie Fraser-Jones and Ruth Williams have been promoted to ... Show Full Article WASHINGTON, July 1 -- Dentons, a law firm, issued the following news: * * * Dentons recognises outstanding talent with new promotions Dentons is delighted to announce a new round of promotions across New Zealand, recognising exceptional performance and further strengthening key practice areas nationwide. This year's promotions span multiple practice groups and reflect the depth of expertise and commitment our people bring to clients across the country. Andrea Lane and Merran Greenhalgh have been promoted to Special Counsel, while Natalie Fraser-Jones and Ruth Williams have been promoted toSenior Associate. Additionally, Gina Hopkinson, Kathleen Griffiths, Luke Ji, Nicola Mah and Sean Gourley have all been promoted to Associate.
Special Counsel promotions
Promoted to Special Counsel, Andrea Lane brings deep experience to our Health Litigation team. Based in Christchurch, Andrea advises on a wide range of legal issues relevant to the health sector including patient rights, health information privacy issues, ACC and treatment injuries, complaints against health sector agencies and seeking orders under the Protection of Personal and Property Act 1998. Andrea has acted as junior counsel in the High Court and as sole counsel in the Health Practitioners Disciplinary Tribunal, Family Court and the Coroner's Court.
Merran Greenhalgh has been promoted to Special Counsel in our Major Projects and Construction team. Based in Auckland, Merran has extensive experience in building defects litigation, bringing about claims on behalf of property owners against territorial authorities, developers, contractors, sub-contractors, manufacturers, consultants and product suppliers, as well as defending claims on behalf of contractors. Merran has been involved in numerous successful mediations and informal negotiations. Merran has also appeared in hearings in the Weathertight Homes Tribunal and High Court and was involved in New Zealand's longest hearing for a 'leaky building' claim in the High Court.
Senior Associate promotions
Stepping into a Senior Associate role within our Wellington Corporate and Commercial team, Natalie Fraser-Jones draws on her extensive in consumer, technology and privacy law to assist clients to introduce or advance their products and services in the New Zealand market. Natalie worked in-house for almost four years at a registered trading bank in New Zealand and is well-versed in financial services regulation and the challenges clients face when operating in a highly-regulated environment.
With a strong track record in helping clients resolve a range of contentious matters through dispute litigation processes, including litigation, mediation and regulatory investigations and prosecutions, Ruth Williams has been promoted to Senior Associate in our Wellington Litigation and Dispute Resolution team. Ruth is a pragmatic and approachable advisor and brings a well-rounded and thoughtful perspective to her work. Ruth has appeared in the Family Court, District Court, Employment Relations Authority and High Court.
Associate promotions
The promotion of five Associates highlights our ongoing growth and investment in developing future leaders.
Gina Hopkinson (Banking and Financial Markets), Kathleen Griffiths (Employment), Luke Ji (Employment), Nicola Mah (Litigation and Dispute Resolution) and Sean Gourley (Major Projects and Construction) have been promoted to Associate.
Charles Spillane, Chief Executive said "Our people are the foundation of our success, and these promotions recognise the outstanding contribution each of these lawyers makes to our clients, our teams and our firm. They have demonstrated technical excellence, commercial judgement and a genuine commitment to delivering exceptional client service. At Dentons we are committed to creating opportunities for our people to grow, develop and build rewarding careers. It is incredibly pleasing to see these talented lawyers reach this important milestone, and I look forward to seeing the impact they will continue to make for our clients and the firm. Congratulations to each of them on this well-deserved achievement."
These promotions reflect Dentons' commitment to investing in exceptional people and developing the next generation of legal leaders, while further strengthening the firm's ability to deliver outstanding legal services to clients across New Zealand.
* * *
About Dentons
Redefining possibilities. Together, everywhere. For more information visit dentons.com
* * *
Original text here: https://www.dentons.co.nz/en/about-dentons-in-new-zealand/news/2026/july/dentons-recognises-outstanding-talent-with-new-promotions
[Category: BizLaw/Legal]
Dentons Continues to Grow With the Promotion of Four New Partners in New Zealand
WASHINGTON, July 1 -- Dentons, a law firm, issued the following news:
* * *
Dentons continues to grow with the promotion of four new Partners in New Zealand
Dentons is delighted to announce the promotion of four new partners. David Newport (Major Projects and Construction), Jeremy Bell-Connell (Dispute Resolution), Madison Hajek (Major Projects and Construction) and Peter Callus (Corporate and Commercial) have all been promoted. David, Jeremy and Peter will join the partnership on 1 July 2026, subject to satisfying the Law Society's requirements, with Madison joining the partnership upon her ... Show Full Article WASHINGTON, July 1 -- Dentons, a law firm, issued the following news: * * * Dentons continues to grow with the promotion of four new Partners in New Zealand Dentons is delighted to announce the promotion of four new partners. David Newport (Major Projects and Construction), Jeremy Bell-Connell (Dispute Resolution), Madison Hajek (Major Projects and Construction) and Peter Callus (Corporate and Commercial) have all been promoted. David, Jeremy and Peter will join the partnership on 1 July 2026, subject to satisfying the Law Society's requirements, with Madison joining the partnership upon herreturn from maternity leave.
The promotions reflect the incredible talent we have internally. They strengthen our national presence and our commitment to outstanding client service, and reflect our exceptional talent and growth in recent years.
Chief Executive of Dentons, Charles Spillane, says, "David, Jeremy, Madison and Peter each represent the very best of our firm - they are talented, driven and committed to their clients. Promoting from within is something we value enormously. This is a proud moment for us. I have no doubt they will thrive and continue to make a real difference for our clients and our people. The whole partnership is committed to supporting them in this."
David Newport joins the leadership of the Major Projects and Construction team. He is a disputes and insurance specialist known for his strategic approach and focus on achieving early, efficient resolutions. David has significant High Court litigation experience, which he leverages to deliver strong outcomes for clients. He is also experienced in resolving construction contract disputes through arbitration and adjudication. His deep expertise in liability and construction insurance enables him to add value across the construction industry.
Madison Hajek is also being promoted within the Major Projects and Construction team, reflecting the firm's continued investment in growing our construction leadership team and our commitment to the construction and infrastructure sector. Madison specialises in the resolution of construction disputes by mediation, arbitration, court proceedings and adjudication and takes a pragmatic approach to helping contractors, principals and sub-contractors run smooth projects and resolves disputes efficiently. She is passionate about the industry and the important role it plays in building a better New Zealand. As a former in-house lawyer, Madison keenly understands business needs and the importance of pragmatic, results focused advice.
Our Litigation and Dispute resolution team's leadership continues to strengthen with the promotion of Jeremy Bell-Connell. Jeremy is known for his agile, client-focused approach to litigation and negotiation. He advises on complex legal disputes, often involving high-stakes commercial and private wealth matters. He brings international experience from London and the Channel Islands which positions him well to deliver for clients on cross-border matters. Jeremy has been recognised as "bright and commercially savvy" and as "a rising star especially in the private wealth area".
Peter Callus joins the partnership in the Corporate and Commercial group in Wellington. Peter brings a broad and commercially driven practice spanning corporate advisory, commercial projects, structuring, and public sector advisory. He has developed a dedicated capability in renewable energy and energy transition, advising clients across the full project and transaction lifecycle. Peter's practice extends across the wider corporate and commercial landscape, including strategic frameworks, supply and services agreements, and business acquisitions across the public and private sectors. Peter is known for his calm and thoughtful manner, his solution-focused approach and ability to deliver pragmatic, commercial outcomes for clients operating in technically complex and regulated environments. His admission deepens Dentons' national corporate and commercial offering and reinforces the firm's commitment to advising clients on New Zealand's most significant transactions and infrastructure programmes.
Chair of Dentons New Zealand and Global Vice Chair, Hayden Wilson, said, "Each of this year's promotions reflects the quality of the homegrown talent we have at Dentons. We see it every day in how David, Jeremy, Madison and Peter show up for their clients and for with our people. Welcoming them into the partnership is an exciting moment for the firm. We are committed to supporting them as they grow in their new roles, and I look forward to watching everything they will go on to achieve."
* * *
About Dentons
Redefining possibilities. Together, everywhere. For more information visit dentons.com
* * *
Original text here: https://www.dentons.co.nz/en/about-dentons-in-new-zealand/news/2026/july/dentons-continues-to-grow-with-the-promotion-of-four-new-partners-in-new-zealand
[Category: BizLaw/Legal]
* * *
Dentons continues to grow with the promotion of four new Partners in New Zealand
Dentons is delighted to announce the promotion of four new partners. David Newport (Major Projects and Construction), Jeremy Bell-Connell (Dispute Resolution), Madison Hajek (Major Projects and Construction) and Peter Callus (Corporate and Commercial) have all been promoted. David, Jeremy and Peter will join the partnership on 1 July 2026, subject to satisfying the Law Society's requirements, with Madison joining the partnership upon her ... Show Full Article WASHINGTON, July 1 -- Dentons, a law firm, issued the following news: * * * Dentons continues to grow with the promotion of four new Partners in New Zealand Dentons is delighted to announce the promotion of four new partners. David Newport (Major Projects and Construction), Jeremy Bell-Connell (Dispute Resolution), Madison Hajek (Major Projects and Construction) and Peter Callus (Corporate and Commercial) have all been promoted. David, Jeremy and Peter will join the partnership on 1 July 2026, subject to satisfying the Law Society's requirements, with Madison joining the partnership upon herreturn from maternity leave.
The promotions reflect the incredible talent we have internally. They strengthen our national presence and our commitment to outstanding client service, and reflect our exceptional talent and growth in recent years.
Chief Executive of Dentons, Charles Spillane, says, "David, Jeremy, Madison and Peter each represent the very best of our firm - they are talented, driven and committed to their clients. Promoting from within is something we value enormously. This is a proud moment for us. I have no doubt they will thrive and continue to make a real difference for our clients and our people. The whole partnership is committed to supporting them in this."
David Newport joins the leadership of the Major Projects and Construction team. He is a disputes and insurance specialist known for his strategic approach and focus on achieving early, efficient resolutions. David has significant High Court litigation experience, which he leverages to deliver strong outcomes for clients. He is also experienced in resolving construction contract disputes through arbitration and adjudication. His deep expertise in liability and construction insurance enables him to add value across the construction industry.
Madison Hajek is also being promoted within the Major Projects and Construction team, reflecting the firm's continued investment in growing our construction leadership team and our commitment to the construction and infrastructure sector. Madison specialises in the resolution of construction disputes by mediation, arbitration, court proceedings and adjudication and takes a pragmatic approach to helping contractors, principals and sub-contractors run smooth projects and resolves disputes efficiently. She is passionate about the industry and the important role it plays in building a better New Zealand. As a former in-house lawyer, Madison keenly understands business needs and the importance of pragmatic, results focused advice.
Our Litigation and Dispute resolution team's leadership continues to strengthen with the promotion of Jeremy Bell-Connell. Jeremy is known for his agile, client-focused approach to litigation and negotiation. He advises on complex legal disputes, often involving high-stakes commercial and private wealth matters. He brings international experience from London and the Channel Islands which positions him well to deliver for clients on cross-border matters. Jeremy has been recognised as "bright and commercially savvy" and as "a rising star especially in the private wealth area".
Peter Callus joins the partnership in the Corporate and Commercial group in Wellington. Peter brings a broad and commercially driven practice spanning corporate advisory, commercial projects, structuring, and public sector advisory. He has developed a dedicated capability in renewable energy and energy transition, advising clients across the full project and transaction lifecycle. Peter's practice extends across the wider corporate and commercial landscape, including strategic frameworks, supply and services agreements, and business acquisitions across the public and private sectors. Peter is known for his calm and thoughtful manner, his solution-focused approach and ability to deliver pragmatic, commercial outcomes for clients operating in technically complex and regulated environments. His admission deepens Dentons' national corporate and commercial offering and reinforces the firm's commitment to advising clients on New Zealand's most significant transactions and infrastructure programmes.
Chair of Dentons New Zealand and Global Vice Chair, Hayden Wilson, said, "Each of this year's promotions reflects the quality of the homegrown talent we have at Dentons. We see it every day in how David, Jeremy, Madison and Peter show up for their clients and for with our people. Welcoming them into the partnership is an exciting moment for the firm. We are committed to supporting them as they grow in their new roles, and I look forward to watching everything they will go on to achieve."
* * *
About Dentons
Redefining possibilities. Together, everywhere. For more information visit dentons.com
* * *
Original text here: https://www.dentons.co.nz/en/about-dentons-in-new-zealand/news/2026/july/dentons-continues-to-grow-with-the-promotion-of-four-new-partners-in-new-zealand
[Category: BizLaw/Legal]
Aaron Nyquist Elected Chair of Minnesota State Bar Association International Business Law Section
MINNEAPOLIS, Minnesota, July 1 -- Fredrikson and Byron, a law firm, issued the following news:
* * *
Aaron Nyquist Elected Chair of Minnesota State Bar Association International Business Law Section
Fredrikson shareholder Aaron Nyquist has been elected as chair of the International Business Law Section of the Minnesota State Bar Association (MSBA) for a one-year term, effective July 1, 2026.
The MSBA International Business Law Section brings together members of the Minnesota Bar in private practice, corporate in-house roles and government who advise on cross-border legal issues for networking, ... Show Full Article MINNEAPOLIS, Minnesota, July 1 -- Fredrikson and Byron, a law firm, issued the following news: * * * Aaron Nyquist Elected Chair of Minnesota State Bar Association International Business Law Section Fredrikson shareholder Aaron Nyquist has been elected as chair of the International Business Law Section of the Minnesota State Bar Association (MSBA) for a one-year term, effective July 1, 2026. The MSBA International Business Law Section brings together members of the Minnesota Bar in private practice, corporate in-house roles and government who advise on cross-border legal issues for networking,continuing legal education and connection with the broader Minnesota global business community.
Nyquist is a corporate attorney who leverages over a decade of global experience to help his clients solve multi-jurisdictional legal questions and close complex transactions around the world.
He focuses his practice on international and domestic mergers and acquisitions, joint ventures, private equity and international business transactions. Nyquist brings an in-house counsel's perspective to listen to his clients' concerns and work to develop efficient, practical solutions to legal matters globally.
He speaks regularly on cross-border legal issues and has successfully closed a number of transactions involving review by the Committee on Foreign Investment in the United States for foreign-owned clients.
* * *
Fredrikson & Byron is a leading Midwest law firm working collaboratively to help businesses achieve their goals regionally, nationally and globally. With a reputation as the firm "where law and business meet," our attorneys bring business acumen and entrepreneurial thinking to work with clients and operate as business advisors and strategic partners as well as legal counselors. The firm's 425+ attorneys serve clients from offices in Minnesota, Iowa, North Dakota, Wisconsin, Mexico and China. Learn more at fredlaw.com or LinkedIn.
* * *
Original text here: https://www.fredlaw.com/news-aaron-nyquist-elected-chair-of-minnesota-state-bar-association-international-business-law-section
[Category: BizLaw/Legal]
* * *
Aaron Nyquist Elected Chair of Minnesota State Bar Association International Business Law Section
Fredrikson shareholder Aaron Nyquist has been elected as chair of the International Business Law Section of the Minnesota State Bar Association (MSBA) for a one-year term, effective July 1, 2026.
The MSBA International Business Law Section brings together members of the Minnesota Bar in private practice, corporate in-house roles and government who advise on cross-border legal issues for networking, ... Show Full Article MINNEAPOLIS, Minnesota, July 1 -- Fredrikson and Byron, a law firm, issued the following news: * * * Aaron Nyquist Elected Chair of Minnesota State Bar Association International Business Law Section Fredrikson shareholder Aaron Nyquist has been elected as chair of the International Business Law Section of the Minnesota State Bar Association (MSBA) for a one-year term, effective July 1, 2026. The MSBA International Business Law Section brings together members of the Minnesota Bar in private practice, corporate in-house roles and government who advise on cross-border legal issues for networking,continuing legal education and connection with the broader Minnesota global business community.
Nyquist is a corporate attorney who leverages over a decade of global experience to help his clients solve multi-jurisdictional legal questions and close complex transactions around the world.
He focuses his practice on international and domestic mergers and acquisitions, joint ventures, private equity and international business transactions. Nyquist brings an in-house counsel's perspective to listen to his clients' concerns and work to develop efficient, practical solutions to legal matters globally.
He speaks regularly on cross-border legal issues and has successfully closed a number of transactions involving review by the Committee on Foreign Investment in the United States for foreign-owned clients.
* * *
Fredrikson & Byron is a leading Midwest law firm working collaboratively to help businesses achieve their goals regionally, nationally and globally. With a reputation as the firm "where law and business meet," our attorneys bring business acumen and entrepreneurial thinking to work with clients and operate as business advisors and strategic partners as well as legal counselors. The firm's 425+ attorneys serve clients from offices in Minnesota, Iowa, North Dakota, Wisconsin, Mexico and China. Learn more at fredlaw.com or LinkedIn.
* * *
Original text here: https://www.fredlaw.com/news-aaron-nyquist-elected-chair-of-minnesota-state-bar-association-international-business-law-section
[Category: BizLaw/Legal]