Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Morgan Lewis Adds Five-Lawyer International Trade and Investigations Team in Paris
PHILADELPHIA, Pennsylvania, March 27 [Category: BizLaw/Legal] -- Morgan Lewis, a law firm, issued the following news release:
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Morgan Lewis Adds Five-Lawyer International Trade and Investigations Team in Paris
PARIS: Morgan Lewis is pleased to announce the arrival of a five-lawyer team to the firm's Paris office, adding depth to its international trade, economic sanctions and export control, anti-corruption, anti-money laundering, ESG, and cross-border investigations capabilities. Partners Marie-Agnes Nicolas and Anne Gaustad-Hanken, of counsel Mathieu Rossignol, and associates Lorenza
... Show Full Article
PHILADELPHIA, Pennsylvania, March 27 [Category: BizLaw/Legal] -- Morgan Lewis, a law firm, issued the following news release:
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Morgan Lewis Adds Five-Lawyer International Trade and Investigations Team in Paris
PARIS: Morgan Lewis is pleased to announce the arrival of a five-lawyer team to the firm's Paris office, adding depth to its international trade, economic sanctions and export control, anti-corruption, anti-money laundering, ESG, and cross-border investigations capabilities. Partners Marie-Agnes Nicolas and Anne Gaustad-Hanken, of counsel Mathieu Rossignol, and associates LorenzaNava and Timothe Radosavljevic join from Hughes Hubbard, where Marie-Agnes and Anne served as co-chairs of the global investigations, enforcement, and compliance practice in Europe.
The team's experience further enhances Morgan Lewis's coordinated transatlantic trade enforcement and export controls platform, building on the recent addition of partner Michael Huneke in Washington, DC, who also joined from Hughes Hubbard.
"Our clients worldwide are navigating intensifying geopolitical tension, evolving sanctions regimes, and heightened cross-border enforcement risk," said Firm Chair Jami McKeon. "This team brings a sophisticated perspective that reinforces our ability to guide clients operating at the intersection of international commerce, enforcement exposure, and national security regulation."
Marie-Agnes assists and represents multinational organizations in complex cross-border enforcement and French regulatory matters related to anti-corruption compliance, economic sanctions, ESG, and French blocking statute issues and discovery. She has extensive experience leading cross-border internal investigations and advising on the design and enhancement of global compliance programs, including risk assessments, audits, and third-party due diligence reviews. She also counsels banks and financial institutions on complex contentious matters involving investment products, including derivatives and structured products.
Anne advises multinational clients on cross-border enforcement matters involving economic sanctions, export controls, anti-corruption compliance, business and human rights risk, and corporate governance. She represents global companies in investigations and regulatory proceedings before US and European authorities, multilateral development banks, and other international institutions, and advises on compliance program development, internal and regulatory investigations, third-party due diligence, and risk assessments.
"As regulatory regimes evolve in response to geopolitical developments, clients require seamless, cross-border counsel," said Troy Brown, leader of the firmwide litigation practice. "The team, led by Marie-Agnes and Anne, guides complex multijurisdictional investigations involving US and European authorities, and their experience will be critical to clients managing coordinated scrutiny across borders."
"Paris is an increasingly important hub for cross-border compliance and enforcement work," said Dana Anagnostou, Paris office managing partner. "This talented team adds meaningful depth to our compliance and investigations capability here and enhances our ability to serve clients navigating complex regulatory expectations across France and the broader European market."
Morgan Lewis continues to build on its longstanding presence in Paris, including the addition of a 54-strong lawyer team in 2025. The Paris office advises clients on a range of domestic and cross-border matters, including public and private transactions, such as mergers and acquisitions and private equity; banking and finance; intellectual property and privacy; investment management; multijurisdictional employment issues; real estate; corporate compliance and investigations; and international arbitration and litigation, among other areas.
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Original text here: https://www.morganlewis.com/news/2026/03/morgan-lewis-adds-five-lawyer-international-trade-and-investigations-team-in-paris
Littler Issues Commentary: UK - April Changes to Statutory Payment Rates, Compensation Limits and the ERA 2025 Reforms
SAN FRANCISCO, California, March 27 -- Littler, a law firm, issued the following commentary on March 26, 2026, by partner Stephanie Compson and knowledge lawyer Emily Bodger:
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UK: April Changes to Statutory Payment Rates, Compensation Limits and the ERA 2025 Reforms
April 2026 is due to be a busy month for employment law, with ERA 2025 reforms, compensation limits and updated statutory payment rates.
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April usually marks a busy month for the rates and changes each year. This April is set to be busier than ever in the employment law calendar. Not only will the annual increases to certain
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SAN FRANCISCO, California, March 27 -- Littler, a law firm, issued the following commentary on March 26, 2026, by partner Stephanie Compson and knowledge lawyer Emily Bodger:
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UK: April Changes to Statutory Payment Rates, Compensation Limits and the ERA 2025 Reforms
April 2026 is due to be a busy month for employment law, with ERA 2025 reforms, compensation limits and updated statutory payment rates.
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April usually marks a busy month for the rates and changes each year. This April is set to be busier than ever in the employment law calendar. Not only will the annual increases to certainstatutory payments and compensation limits take effect, but key changes are also coming under the UK Employment Rights Act 2025 ("ERA 2025"). Also, in recently published commencement regulations, the Government has confirmed the timing of certain ERA 2025 reforms, including bringing into force on April 6, 2026 the requirement to keep adequate records to demonstrate compliance with annual leave and pay requirements (the timing for which had previously been unknown).
The key rates and legislative changes, with the ERA 2025 reforms in bold/1 are below.
The ERA 2025 dates for implementation are taken from the Government's published timeline (updated on February 3, 2026) as well as commencement regulations (where available).
Table: Overview of Key Changes
Please see our previous article for further information in respect of the April 2026 ERA 2025 reforms and our Reform Hub for the latest developments.
Read More:
National Minimum Wages
From April 1, 2026, National Living and Minimum Wage rates are increasing from:
* pound sterling12.21 per hour to pound sterling12.71 per hour for workers aged 21 and over
* pound sterling10.00 per hour to pound sterling10.85 per hour for workers aged 18-20
* pound sterling7.55 per hour to pound sterling8.00 per hour for workers aged 16-17 and apprentices
Increases to Statutory Rates
Compensation Limits
The following changes will take effect from 6 April 2026 where the cause of action arises on or after this date:
--The limit on the compensatory award for unfair dismissal will increase from pound sterling118,223 to pound sterling123,543. Given the changes set to be introduced by the ERA 2025 in January 2027, this will likely be the last increase before the compensation cap for unfair dismissal claims is removed (see our recent article for more information).
--The limit on a week's pay will increase from pound sterling719 to pound sterling751 - used for statutory redundancy payments, the basic award for unfair dismissal and breaches of the flexible working regulations. The maximum statutory redundancy payment and basic award will therefore increase to pound sterling22,530.
--There will be an increase from pound sterling5,135 to pound sterling5,366 to the limit on the compensatory award for failure to allocate and pay tips fairly.
--Guarantee pay will increase from pound sterling39 to pound sterling41 per day.
--The minimum basic award where a dismissal is unfair as a result of certain working time, health and safety, employee representative, trade union, or occupational pension trustee reasons will increase from pound sterling8,763 to pound sterling9,157.
We anticipate that the Vento Bands, which are used by tribunals to calculate compensation for injury to feelings in discrimination claims, will also increase at the same time, however, as of March 25,2026 (time of writing), details are still awaited.
SSP
From 6 April 2026, SSP will increase from pound sterling118.75 to pound sterling123.25.
As highlighted below, the ERA 2025 is introducing further reforms to SSP, which are also due to take effect in April. Please see our article here for further information.
Statutory Family Leave
The rates for paid statutory family leaves (including maternity pay, paternity pay, adoption pay, shared parental pay, maternity allowance, parental bereavement pay and neonatal care pay) will increase from pound sterling187.18 to pound sterling194.32 per week. These are effective from April 6, 2026, with the exception of statutory maternity pay which will increase on April 5, 2026.
ERA 2025 Reforms
A brief summary of the reforms is below, along with a few significant developments (see our Reform Hub and previous article for more):
Collective Redundancy Protective Awards - Where employers fail to comply with statutory information and consultation requirements for collective redundancies, the protective award that may be awarded by an Employment Tribunal will double from 90 to 180 days' gross pay in respect of dismissals taking effect on or after April 6.
Day One Paternity Leave and Unpaid Parental Leave - The current 26-week service requirement for paternity leave and the one-year service requirement for unpaid parental leave will be removed (although note that the qualifying service requirement for paternity pay remains unchanged). The prohibition on taking paternity leave after shared parental leave will also be lifted.
Whistleblowing - The list of disclosures qualifying for protection under whistleblowing laws will be amended to expressly include sexual harassment.
Statutory Sick Pay - SSP will become a day one right, meaning that SSP will be available from the first day of absence. The Lower Earnings Limit on eligibility is also being removed and the rate of SSP will be capped at the lower of the weekly SSP rate set by the Government (reviewed annually) or 80% of the employee's average weekly earnings.
Equality Action Plans and Menopause Guidance - Equality action plans showing the steps employers are taking in relation to prescribed matters related to gender equality will be introduced on a voluntary basis (expected to be mandatory for large employers with 250 or more employees in 2027).
Simplification of Trade Union Recognition Process - Changes will be introduced which are aimed at making the statutory recognition process for trade unions simpler. This includes requiring only a simple majority of workers voting to vote for recognition (removing the additional 40% bargaining unit support requirement), preventing recognition of a non-independent union from blocking an independent union's recognition application and removing the requirement for unions to show when submitting an application that a majority of workers in the bargaining unit are likely to support recognition. The Secretary of State will also have the power to lower the threshold for the Central Arbitration Committee to accept a trade union recognition application from 10% of the workers in a bargaining unit being members of the union to between 2% and 10%.
Annual Leave Records - In an unexpected development, recent commencement regulations confirm that the new requirement for employers to keep certain adequate records relating to annual leave and pay entitlements will also come into effect on April 6, 2026. This had not featured in the Government's previously published implementation timelines. Employers will be required to keep "adequate" records to demonstrate compliance with certain obligations in respect of annual leave and pay, which must be retained for six years. Employers have discretion to create, maintain and keep the records in such manner and format as they reasonably see fit. If an employer fails to comply with this duty it will be an offence, punishable by a fine.
Bereaved Partner's Paternity Leave - A new right to Bereaved Partner's Paternity Leave will be introduced (not under the ERA 2025 - see our article here).
Fair Work Agency (FWA) Established - The FWA will be established on April 7, 2026 as a single enforcement body to consolidate enforcement across various labour market areas, including National Minimum Wage, SSP, employment agencies, gangmasters licensing, modern slavery, annual leave and certain fraud offences. One of the FWA's new areas of enforcement will include the enforcement of holiday pay, along with the new obligation for employers to keep records of annual leave for six years (see above). The FWA will have various enforcement powers, such as the power to issue enforcement undertakings or notices of underpayment (including in respect of
Umbrella Company Tax Reforms
From April 6, 2026, tax reforms to umbrella company arrangements come into effect, which will essentially introduce joint and several liability provisions within the labour supply chain. See our earlier article for more information on changes to umbrella companies.
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See Footnotes
1/ Most of the reforms in the ERA 2025 apply to England, Wales and Scotland.
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Authors
Stephanie Compson
Partner
London
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Emily Bodger
Knowledge Lawyer
London
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Original text here: https://www.littler.com/news-analysis/asap/uk-april-changes-statutory-payment-rates-compensation-limits-and-era-2025
[Category: BizLaw/Legal]
HLB Assists Two Clients - Nonprofit Kidney Care Alliance and Dialysis Clinic Inc Testify in Front of Congress on Kidney Care
LOS ANGELES, California, March 27 -- Hooper, Lundy and Bookman, a law firm, issued the following news:
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HLB Assists Two Clients - Nonprofit Kidney Care Alliance and Dialysis Clinic Inc Testify in front of Congress on Kidney Care
Hooper, Lundy & Bookman's Government Relations and Public Policy (GRPP) professionals successfully positioned and helped prepare individuals from the Nonprofit Kidney Care Alliance (NKCA) and Dialysis Clinic Inc. (DCI) in testifying at the House Ways & Means Health Subcommittee Hearing "Improving Kidney Health Through Better Prevention and Innovative Treatment"
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LOS ANGELES, California, March 27 -- Hooper, Lundy and Bookman, a law firm, issued the following news:
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HLB Assists Two Clients - Nonprofit Kidney Care Alliance and Dialysis Clinic Inc Testify in front of Congress on Kidney Care
Hooper, Lundy & Bookman's Government Relations and Public Policy (GRPP) professionals successfully positioned and helped prepare individuals from the Nonprofit Kidney Care Alliance (NKCA) and Dialysis Clinic Inc. (DCI) in testifying at the House Ways & Means Health Subcommittee Hearing "Improving Kidney Health Through Better Prevention and Innovative Treatment"on March 18, 2026.
The Clients
Both DCI and NKCA are longtime clients of the firm and leaders in nonprofit kidney care in the United States.
Founded 55 years ago, DCI is the largest nonprofit dialysis provider in the country, caring for more than 13,500 people on dialysis across more than 240 outpatient facilities in 30 states and the U.S. Virgin Islands. They focus on delivering care across the spectrum of kidney disease from managing chronic kidney disease (CKD), providing both inpatient and outpatient dialysis services, facilitating transplant, and providing dignified end-of-life care.
The Nonprofit Kidney Care Alliance is a coalition of eight nonprofit kidney health providers dedicated to advancing high quality, patient centered care. NKCA member companies face significant challenges in a policy environment often focused on large providers. As nonprofit providers, many very small, NKCA members are committed to caring for patients along the continuum of kidney disease including CKD with the goal of avoiding or delaying the onset of end-stage renal disease (ESRD).
The HLB Difference
We believe that all clients have the right to have a seat at the table when it comes to policy making, regardless of size. Our work with both NKCA and DCI with policy makers for over more than a decade has allowed us to position our clients as trusted, credible voices in the kidney space.
Key contributions from HLB staff for the hearing included:
* Relations and reputation building
* Ongoing advocacy and legislative collaboration
* Strategic leadership and witness preparation
* High stakes logistics management
* Expert policy and testimony support
* Communications and agency coordination
* Client partnership and execution
Results
The hearing went as well as HLB and the clients could have hoped. Both witnesses delivered compelling five minute testimonies that elevated the patient experience, highlighted the strengths of nonprofit kidney care providers, and reinforced credibility with lawmakers and staff.
Clients described the outcome as inspiring and deeply meaningful--not only for NKCA and DCI, but for the broader kidney care community. In a challenging political environment, having two clients selected to participate in a bipartisan hearing validates HLB GRPP's reputation on Capitol Hill and the long term strategy recommended to be successful.
The testimony strengthened relationships with members of Congress and committee staff, reinforced nonprofit providers' standing with federal agencies, and created momentum for continued advocacy on kidney disease prevention, home dialysis, and innovative treatment models.
Listen here (https://x.com/WaysandMeansGOP/status/2034351066712510645) and here (https://x.com/WaysandMeansGOP/status/2034346396472549737) to the clips shared on X by the Ways and Means Committee (https://x.com/WaysandMeansGOP).
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Professionals
Kelly Lavin Delmore
Chair, Government Relations & Public Policy
Washington, D.C.
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Monica Massaro
Principal, Government Relations & Public Policy
Washington, D.C.
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Claire Ernst
Director, Government Relations & Public Policy
Washington, D.C.
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Alex M. Brill
Economic Policy Advisor
Washington, D.C.
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Original text here: https://hooperlundy.com/hlb-assists-two-clients-nonprofit-kidney-care-alliance-and-dialysis-clinic-inc-testify-in-front-of-congress-on-kidney-care/
[Category: BizLaw/Legal]
Partner John Kabealo Recognized as a Top Advisor for National Security and Foreign Investment
CHICAGO, Illinois, March 26 [Category: BizLaw/Legal] -- Kirkland and Ellis, a law firm, issued the following news release:
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Partner John Kabealo Recognized as a Top Advisor for National Security and Foreign Investment
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Foreign Investment Watch named Kirkland partner John Kabealo to its 2026 list of "Top Advisors on National Security and Foreign Investment," which ranks individuals based on experience, reputation, clients served, first-person interviews, references, reader recommendations, articles published, etc.
John is regularly quoted in Foreign Investment Watch and has built a reputation
... Show Full Article
CHICAGO, Illinois, March 26 [Category: BizLaw/Legal] -- Kirkland and Ellis, a law firm, issued the following news release:
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Partner John Kabealo Recognized as a Top Advisor for National Security and Foreign Investment
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Foreign Investment Watch named Kirkland partner John Kabealo to its 2026 list of "Top Advisors on National Security and Foreign Investment," which ranks individuals based on experience, reputation, clients served, first-person interviews, references, reader recommendations, articles published, etc.
John is regularly quoted in Foreign Investment Watch and has built a reputationas a pragmatic, deal-oriented advocate on very complex global transactions. He has successfully presided over some of the largest and most complex transactions to be approved by the Committee on Foreign Investment in the United States (CFIUS) and the Defense Counterintelligence and Security Agency (DCSA), frequently praised for his ability to create novel solutions to obtain regulatory clearances.
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Original text here: https://www.kirkland.com/news/award/2026/03/foreign-investment-watch-top-advisors-national-security-and-foreign-investment
Lebau and Neuworth: Is My Noncompete Still Enforceable in Maryland in 2026?
TOWSON, Maryland, March 26 -- Lebau and Neuworth, a law firm, issued the following statement on March 25, 2026:
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Is My Noncompete Still Enforceable in Maryland in 2026?
If you are staring at a noncompete agreement and wondering whether it can actually be used against you, you are not alone. Whether you just received a cease-and-desist letter, are weighing a job offer from a competitor, or were handed a noncompete on your way out the door after a layoff, the uncertainty you are feeling is completely understandable. These agreements are written by employer-side lawyers specifically to feel
... Show Full Article
TOWSON, Maryland, March 26 -- Lebau and Neuworth, a law firm, issued the following statement on March 25, 2026:
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Is My Noncompete Still Enforceable in Maryland in 2026?
If you are staring at a noncompete agreement and wondering whether it can actually be used against you, you are not alone. Whether you just received a cease-and-desist letter, are weighing a job offer from a competitor, or were handed a noncompete on your way out the door after a layoff, the uncertainty you are feeling is completely understandable. These agreements are written by employer-side lawyers specifically to feelintimidating, and they often work even when they would never hold up in court.
At Lebau & Neuworth, we represent Maryland employees, not employers. We have seen what an over broad or legally questionable noncompete can do to someone's career, their income, and their family's stability, and we know how to evaluate whether the agreement you signed is actually a threat or simply a scare tactic. Maryland law has been moving in employees' favor in recent years, and the landscape has shifted enough that an agreement you signed several years ago may look very different through a legal lens today.
What Is a Noncompete Agreement And Why It Feels Like a Threat
The Language Is Designed to Scare You, But Fear Is Not the Same as Legality
Noncompete agreements are written in broad, formal legal language that implies serious consequences. Words like "irreparable harm," "injunctive relief," and "liquidated damages" are designed to make you feel like any deviation from the agreement will result in devastating legal action. Sometimes that is a realistic concern. Often it is not. The enforceability of a noncompete in Maryland depends on a specific legal analysis, and the fact that an employer included aggressive language in a contract does not mean a court will enforce it as written.
The Difference Between a Noncompete, a Non-Solicitation Clause, and a Confidentiality Agreement
Before evaluating whether your agreement can be enforced, it helps to understand what you actually signed. These are three distinct types of restrictive covenants that are often bundled together in the same document.
A noncompete agreement restricts you from working for a competitor or starting a competing business within a defined geographic area and time period. A non-solicitation clause prevents you from recruiting former colleagues or soliciting former clients after you leave, but generally does not restrict where you can work. A confidentiality agreement protects the employer's trade secrets and proprietary information. Maryland courts treat each of these differently, and the rules governing noncompetes specifically have been changing. Understanding which restriction is actually at issue in your situation matters before taking any action.
How Maryland Law Has Changed And What That Means for Your Agreement Right Now
Maryland's Wage-Based Restrictions: Who Is Legally Exempt From Noncompetes
Maryland has significantly narrowed the circumstances under which employers can enforce noncompete agreements against lower and middle-income workers. Under Maryland Labor and Employment Code Sec. 3-716, employees whose earnings fall below a statutory threshold cannot be bound by a noncompete agreement at all. That threshold has been updated since the statute was first passed in 2019, and the current figures should be verified against the most recent version of the statute before you assume an older agreement governs your situation.
If your compensation falls below the current threshold at the time you left or were terminated, a noncompete agreement you signed may be unenforceable regardless of what it says. This is one of the first things an employment attorney will check when reviewing your situation.
The FTC Noncompete Rule: What Happened, What It Means for Maryland Workers
In 2024, the Federal Trade Commission issued a rule that would have banned most noncompete agreements nationwide. It generated significant attention and, for many workers, genuine hope. However, federal courts challenged the rule before it could take effect, and as of 2026, its legal status remains unresolved. The FTC rule should not be relied upon as a current protection without first verifying its status, as ongoing litigation continues to affect what it does and does not accomplish for workers right now.
What the FTC rulemaking did do, regardless of its current legal status, is signal a national policy direction that has influenced how employers and courts think about noncompetes. It also spurred several states to strengthen their own employee protections. Maryland's existing statutory framework remains the most reliable basis for evaluating your agreement today.
What Maryland Courts Actually Look at When Deciding Whether to Enforce a Noncompete
Even when a noncompete is not categorically prohibited by statute, Maryland courts apply a reasonableness test before enforcing one. A valid and enforceable noncompete in Maryland must protect a legitimate business interest, be reasonable in geographic scope, be reasonable in duration, not impose an undue hardship on the employee, and not be contrary to public policy.
If any of these elements is missing or disproportionate, a court can decline to enforce the agreement entirely or modify it to be more reasonable under the blue pencil doctrine. The burden of showing the agreement is reasonable generally falls on the employer. Knowing this changes how you should read the document you signed.
Five Signs Your Noncompete Might Not Hold Up in Court
Not all noncompete agreements are created equal, and some may be overly restrictive or improperly drafted from the start. Courts carefully evaluate these agreements to ensure they balance an employer's legitimate business interests with an employee's right to earn a living.
The Geographic Scope Is Unreasonably Wide
A noncompete that prohibits you from working anywhere in the country, or even across a broad multi-state region, is a significant red flag for enforceability. Maryland courts look for a geographic scope that is reasonably tied to where the employer actually does business and where your work was actually performed. If the restriction extends far beyond that, it may not survive judicial scrutiny.
The Time Restriction Goes Beyond What a Court Will Accept
Most enforceable noncompetes in Maryland run for one to two years. Agreements that attempt to restrict competition for three, four, or five years are frequently challenged successfully. The longer the restriction, the more an employer needs to justify it, and many cannot.
The Agreement Wasn't Backed by Real Consideration
Under Maryland law, a noncompete must be supported by adequate legal consideration, meaning something of value given in exchange for your agreement to the restriction. If you were hired with the noncompete as part of your original offer, the job itself is typically sufficient consideration. But if you were asked to sign a noncompete mid-employment without any raise, promotion, bonus, or other tangible benefit offered in return, the agreement may lack the consideration necessary to be enforceable.
Your Role Has Changed Significantly Since You Signed
If you signed a noncompete when you were hired into one position and your responsibilities, title, or compensation changed substantially over time, the original agreement may no longer accurately reflect the legitimate business interests your employer can claim. Courts look at whether the restriction still makes sense given what your role actually became, not just what it was when you signed.
You Were Laid Off, Not Just Resigned
Being terminated involuntarily, particularly in a layoff, raises serious questions about whether enforcing a noncompete is equitable at all. While Maryland does not have a blanket rule that layoffs void noncompetes, courts do factor in the circumstances of separation.
Being restricted from earning a living in your industry after your employer chose to eliminate your position is an argument that carries real weight. If you are in this situation, severance and separation considerations often intersect directly with your noncompete obligations in ways worth reviewing carefully with an attorney.
Industries Where Noncompetes Are Being Challenged Most Aggressively in Maryland
Noncompete agreements are facing more pushback across a variety of industries, but some have become key battlegrounds. In Maryland, lawmakers and courts are paying closer attention to how these agreements affect both workers and the public, especially in fields where access to services really matters. That means employees in certain industries may have stronger reasons to question or challenge these restrictions.
Healthcare and Medical Professionals
Maryland has enacted specific restrictions on noncompetes for certain healthcare workers, particularly physicians. The policy rationale is straightforward: patients should not lose access to providers because of an employment dispute. If you work in healthcare and have been presented with or threatened by a noncompete, the legal landscape in your industry has specific protections that may apply to you.
Technology, Cybersecurity, and IT Workers
Tech workers in the Baltimore and DC metro area are frequently asked to sign noncompetes that are far broader than any legitimate business interest can justify. Restrictions that prevent a software developer or cybersecurity professional from working in their field within a large geographic radius for two years are commonly challenged, and employers in this sector often have difficulty demonstrating the kind of protectable interest that Maryland courts require.
Sales, Marketing, and Executive Roles
Sales and marketing professionals often have access to client relationships and business development strategies that employers do legitimately want to protect. However, there is a meaningful legal difference between protecting actual client relationships through a reasonable non-solicitation clause and imposing a sweeping noncompete that prevents someone from working in their industry entirely. Executives and senior leaders facing noncompete enforcement should consult an attorney before making any career moves, and should review any employment agreements and contract negotiations carefully before signing anything new.
What Happens If Your Employer Tries to Enforce a Noncompete Against You
Cease and Desist Letters: What They Actually Mean
Receiving a cease-and-desist letter from your former employer's attorney is alarming, but it is not a court order. It is a formal demand letter, and while it should be taken seriously, it does not mean you have already lost or that enforcement is inevitable. What it does mean is that you need to speak with an employment attorney immediately. What you say, do, or sign in response to that letter can significantly affect your legal position going forward. Do not respond to a cease-and-desist on your own.
Can Your New Employer Help You Fight It?
In some situations, yes. New employers with significant resources and an interest in retaining you sometimes agree to indemnify you against noncompete litigation, meaning they cover your legal costs and any damages if the former employer sues. This is more common in competitive industries where employers actively recruit from competitors and understand the risk. It is a conversation worth having with your new employer's legal team, but do not assume they will step in without asking directly.
The "Blue Pencil" Rule: How Maryland Courts Can Rewrite an Unfair Agreement
Maryland courts have the authority to modify an overbroad noncompete rather than simply voiding it entirely. This is known as the blue pencil doctrine. A court might, for example, reduce a three-year restriction to one year, or narrow a nationwide geographic scope to the state where you actually worked.
While this may sound like good news, it also means that even a clearly unreasonable agreement is not guaranteed to be thrown out completely. Having an attorney argue for full unenforceability is a more favorable outcome than accepting a judicially modified restriction.
What You Should Do Before You Make Your Next Career Move
Before you proceed, there are some important factors to consider regarding your noncompete agreement.
Do Not Assume Your Agreement Is Unenforceable Without a Legal Review
Maryland law has changed, the political environment around noncompetes has shifted, and many agreements signed years ago may not hold up today. But none of that means your specific agreement is automatically unenforceable. The only way to know is to have an employment attorney actually read it and apply current Maryland law to your specific facts.
Do Not Assume It Is Ironclad Either
Employers count on employees feeling too intimidated to question their noncompete. Many people walk away from job opportunities, turn down offers, or stay in positions they want to leave because they believe the noncompete gives their employer absolute power. That is frequently not true. An agreement that looks airtight may have meaningful legal vulnerabilities that are not obvious to someone without experience in this area.
Talk to an Employment Attorney Before You Sign Anything With Your New Employer
If you are in the process of accepting a new position, do not sign an employment agreement, a new noncompete, or any document related to your transition until you have had legal counsel review both your existing restrictions and your new obligations. Signing a new agreement can sometimes affect how courts interpret your prior noncompete, and the interaction between the two documents matters. Reviewing employment agreements and contract negotiations before you sign protects you from creating problems that are harder to solve later.
Lebau & Neuworth Helps Maryland Workers Fight Back Against Unfair Noncompetes
Your career is not something your former employer gets to control indefinitely. If a noncompete is standing between you and your next opportunity, or if you have received a legal threat and are not sure how seriously to take it, the right step is a confidential conversation with an attorney who is on your side.
Lebau & Neuworth represents employees, not employers. When you work with our firm, you get a team that will:
* Evaluate your agreement honestly against current Maryland law and tell you exactly where you stand
* Identify grounds to challenge enforceability based on scope, consideration, your role, and the circumstances of your departure
* Negotiate a release with your former employer when that is the most practical path forward
* Defend you if your former employer pursues litigation or sends a cease-and-desist letter
* Handle the full picture if your non compete situation also involves a wrongful termination, a layoff, or workplace retaliation after you gave notice
What is at stake when a noncompete is enforced against you is real: your income, your professional relationships, and your family's financial security. We take that seriously, and we fight accordingly. You can also review our FAQs for answers to common questions about non-compete agreements in Maryland. Contact us today at (667) 285-0368 to schedule your free, confidential consultation. You deserve to understand your rights before you make your next move, and we are here to help you do exactly that.
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Original text here: https://lebauneuworth.com/blog/is-my-noncompete-still-enforceable-in-maryland-in-2026/
[Category: BizLaw/Legal]
Kirkland Represents Clearlake Capital on Private Credit Financing for Clearlake's Acquisition of Qualus Corp.
CHICAGO, Illinois, March 26 [Category: BizLaw/Legal] -- Kirkland and Ellis, a law firm, issued the following news release:
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Kirkland Represents Clearlake Capital on Private Credit Financing for Clearlake's Acquisition of Qualus Corp.
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Kirkland & Ellis advised Clearlake Capital on the financing aspect for its contemplated acquisition of Qualus Corporation, a pure-play power solutions firm, from New Mountain Capital. The transaction was announced on March 25, 2026.
Read the transaction press release
The Kirkland team included debt finance lawyers Brian Ford, Kendra Armstrong, Sandeep
... Show Full Article
CHICAGO, Illinois, March 26 [Category: BizLaw/Legal] -- Kirkland and Ellis, a law firm, issued the following news release:
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Kirkland Represents Clearlake Capital on Private Credit Financing for Clearlake's Acquisition of Qualus Corp.
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Kirkland & Ellis advised Clearlake Capital on the financing aspect for its contemplated acquisition of Qualus Corporation, a pure-play power solutions firm, from New Mountain Capital. The transaction was announced on March 25, 2026.
Read the transaction press release
The Kirkland team included debt finance lawyers Brian Ford, Kendra Armstrong, SandeepSomisetty and Tae-Shin Lee; capital markets lawyers Alborz Tolou and James Abate; and tax lawyers Anne Kim and Matthew Wahlquist.
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Original text here: https://www.kirkland.com/news/press-release/2026/03/kirkland-represents-clearlake-capital-on-pcf-for-clearlakes-acquisition-of-qualus-corp
Greenberg Traurig's Homin Lee Recognized as Banking and Finance Visionary for Third Consecutive Year
MIAMI, Florida, March 26 [Category: BizLaw/Legal] -- Greenberg Traurig, a law firm, issued the following news release:
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Greenberg Traurig's Homin Lee Recognized as Banking and Finance Visionary for Third Consecutive Year
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LOS ANGELES - March 26, 2026 - Homin Lee, a shareholder with global law firm Greenberg Traurig, LLP, has been named a 2026 Banking and Finance Visionary by the Los Angeles Times Studios brand publishing team, marking the third consecutive year he has received this recognition.
Lee is among a select group of professionals highlighted in the 2026 issue of Business by
... Show Full Article
MIAMI, Florida, March 26 [Category: BizLaw/Legal] -- Greenberg Traurig, a law firm, issued the following news release:
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Greenberg Traurig's Homin Lee Recognized as Banking and Finance Visionary for Third Consecutive Year
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LOS ANGELES - March 26, 2026 - Homin Lee, a shareholder with global law firm Greenberg Traurig, LLP, has been named a 2026 Banking and Finance Visionary by the Los Angeles Times Studios brand publishing team, marking the third consecutive year he has received this recognition.
Lee is among a select group of professionals highlighted in the 2026 issue of Business byLA Times Studios magazine, recognized as "architects of growth for businesses across the region" who demonstrate "exemplary leadership, strategic foresight, and unwavering commitment to both clients and communities" in the Southern California banking and finance sector.
Lee, a member of the firm's Corporate Practice, represents a wide range of clients, including private equity sponsors and their portfolio companies, public and private borrowers, numerous banks, debt funds, and other alternative lending institutions, advising them in connection with syndicated and bilateral loan financings, senior secured financings, first lien and second lien financings, unsecured financings, asset-based lending transactions, revolving and term loan facilities, investment grade financings, leverage finance transactions, and a full spectrum of other corporate and finance matters.
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Original text here: https://www.gtlaw.com/en/news/2026/03/press-releases/greenberg-traurigs-homin-lee-recognized-as-banking-and-finance-visionary-for-third-consecutive-year
