Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Paul Hastings Adds Prominent Funds Partner in New York
LOS ANGELES, California, April 26 [Category: BizLaw/Legal] -- Paul Hastings, a law firm, issued the following news:
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Paul Hastings Adds Prominent Funds Partner in New York
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In a move that further strengthens the firm's premier global funds platform and expands its broader private funds capabilities, Paul Hastings announced today the addition of elite investment funds lawyer Amanda Persaud as a partner and co-chair of Investment Funds & Private Capital, based in New York.
Recognized by Chambers as among the top practitioners of her generation and joining from the Band 1-ranked funds
... Show Full Article
LOS ANGELES, California, April 26 [Category: BizLaw/Legal] -- Paul Hastings, a law firm, issued the following news:
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Paul Hastings Adds Prominent Funds Partner in New York
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In a move that further strengthens the firm's premier global funds platform and expands its broader private funds capabilities, Paul Hastings announced today the addition of elite investment funds lawyer Amanda Persaud as a partner and co-chair of Investment Funds & Private Capital, based in New York.
Recognized by Chambers as among the top practitioners of her generation and joining from the Band 1-ranked fundspractice at Ropes & Gray, Persaud primarily advises private equity sponsors across the full lifecycle of their investments. Her practice focuses on private equity and private credit fund formation - including direct lending and distressed and opportunistic strategies - as well as infrastructure, real estate and hedge funds. Persaud's experience extends to asset manager strategic transactions, including M&A, GP stakes transactions, succession planning, management buyouts, preferred equity structures, joint ventures and spin-outs.
"Adding premier talent of Amanda's pedigree and reputation continues the strong momentum of our funds practice and further positions us to represent asset managers holistically on their most important and complex matters from fund formations to deals," said firm Chair Frank Lopez. "Amanda's clients and expertise in private funds are highly synergistic with our existing client base and capabilities and will be instrumental to helping our funds platform continue to take market share as the funds space continues to evolve and mature."
Persaud's clients have included Acadia Infrastructure Capital, Apollo Global Management, Ashe Capital Management, Balbec Capital/Starwood Capital Group, Biospring Partners, Blackstone Inc., Bluestone Investment Partners, Carlyle, Charlesbank Capital Partners, CI Capital Partners, Declaration Partners, Freeman Spogli, Hilco Global, Houlihan Lokey, Invesco, KKR & Co Inc, Monomoy Capital Partners, Muzinich & Co., New Mountain Capital, PCCP, PEAL Capital, Snowhawk, The Vistria Group, Woodline Partners and Wynnchurch Capital.
Persaud is the sixth partner this year to join Paul Hastings' funds team. Since the start of 2023, 11 other partners, including laterals from Band 1-ranked firms Paul Weiss and Kirkland & Ellis, have joined, driving practice revenue growth of over 70% in that span.
"Given the strong client synergies and complementary practice offerings, Paul Hastings' global funds platform presents an ideal opportunity for us to expand our work across a broader spectrum of fund strategies," said Persaud. "I look forward to collaborating with my new colleagues to best serve and grow the firm's roster of premier asset manager clients."
Paul Hastings advises the world's most sophisticated asset managers, sponsors and institutional investors, including Apollo Global Management, Ares Management Corporation, Atlas Holdings, Barings, Blackstone Inc., Brookfield Corporation, Carlyle, Charlesbank Capital Partners, EQT Group, Fortress Investment Group, Francisco Partners, Goldman Sachs Asset Management, Great Hill Partners, H.I.G. Capital, ICG, Jefferies, KKR & Co Inc, Morgan Stanley Capital Partners, New York Life, Nuveen, Pantheon, PGIM, Related Funds Management LLC, Sixth Street Partners, STG and TPG.
Consistently ranked among the top practices in global league tables, and recently recognized as the runner-up for Law Firm of the Year - Fund Formation: Global by Private Debt Investor, Paul Hastings' Investment Funds & Private Capital Group provides market-leading counsel across fund formation, tax, and regulatory and compliance matters.
About Paul Hastings
With widely recognized elite teams across 17 core practices, Paul Hastings is a premier law firm with a culture of excellence focused on providing intellectual capital and superior execution globally to the world's leading investment banks, asset managers and corporations.
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Original text here: https://www.paulhastings.com/news/paul-hastings-adds-prominent-funds-partner-in-new-york
Troutman Pepper Locke Maintains Strong Top 15 Standing for Q1 US M&A Activity
ATLANTA, Georgia, April 25 -- Troutman Pepper, a law firm, issued the following news:
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Troutman Pepper Locke Maintains Strong Top 15 Standing for Q1 US M&A Activity
NEW YORK - Troutman Pepper Locke kicked off 2026 with solid results in LSEG's Q1 global league table rankings, sustaining its position as a top 15 firm for U.S. mid-market and small-cap M&A and maintaining a top 25 ranking for U.S. deals completed and announced.
"Our consistent year-over-year rankings are a direct result of the long-term relationships we've built with our clients and our team's reliable judgment, strong execution,
... Show Full Article
ATLANTA, Georgia, April 25 -- Troutman Pepper, a law firm, issued the following news:
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Troutman Pepper Locke Maintains Strong Top 15 Standing for Q1 US M&A Activity
NEW YORK - Troutman Pepper Locke kicked off 2026 with solid results in LSEG's Q1 global league table rankings, sustaining its position as a top 15 firm for U.S. mid-market and small-cap M&A and maintaining a top 25 ranking for U.S. deals completed and announced.
"Our consistent year-over-year rankings are a direct result of the long-term relationships we've built with our clients and our team's reliable judgment, strong execution,and deep understanding of the deal landscape," said David Ghegan, leader of Troutman Pepper Locke's Corporate Practice Group. "We view this recognition as a validation of our results-oriented approach and the value we strive to deliver in every transaction."
LSEG | Global Mid-Market Legal Advisory Review | Q1 2026
U.S. Target Mid-Market
#15 ranked firm
LSEG | Global M&A Small-Cap Legal Advisory | Q1 2026
U.S. Target Small-Cap
#13 ranked firm
LSEG | Global Legal Advisory Review | Q1 2026
U.S. Target Completed AG2 - Based on Number of Deals
#21 ranked firm
U.S. Target Announced AE2 - Based on Number of Deals
#21 ranked firm
Consistently recognized as a top-tier practice, Troutman Pepper Locke's corporate attorneys regularly handle strategic deals for Fortune 100 corporations and middle market transactions for private equity clients. Core areas of service include mergers and acquisitions, corporate finance, corporate governance, securities laws compliance, capital markets transactions, and other significant domestic and cross-border transactions, as well as general corporate counseling.
Troutman Pepper Locke
Troutman Pepper Locke helps clients solve complex legal challenges and achieve their business goals in an ever-changing global economy. With more than 1,600 attorneys in 30+ offices, the firm serves clients in all major industry sectors, with particular depth in energy, financial services, health care and life sciences, insurance and reinsurance, private equity, and real estate. Learn more at troutman.com.
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Original text here: https://www.troutman.com/insights/troutman-pepper-locke-maintains-strong-top-15-standing-for-q1-us-ma-activity/
[Category: BizLaw/Legal]
Ropes & Gray Named a Top Law Firm of Retail Companies by The Fashion Law
BOSTON, Massachusetts, April 25 [Category: BizLaw/Legal] -- Ropes and Gray, a law firm, issued the following news:
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Ropes & Gray Named a Top Law Firm of Retail Companies by The Fashion Law
Ropes & Gray has been recognized on The Fashion Law's 2026 Top U.S. Law Firms for Retail Companies list. This list recognizes the law firms that are shaping the legal framework of the fashion industry today based on the scale and scope of their work, the services they provide, the strength of their client rosters, and their involvement in the fashion law community.
The firm was recognized for its "strong
... Show Full Article
BOSTON, Massachusetts, April 25 [Category: BizLaw/Legal] -- Ropes and Gray, a law firm, issued the following news:
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Ropes & Gray Named a Top Law Firm of Retail Companies by The Fashion Law
Ropes & Gray has been recognized on The Fashion Law's 2026 Top U.S. Law Firms for Retail Companies list. This list recognizes the law firms that are shaping the legal framework of the fashion industry today based on the scale and scope of their work, the services they provide, the strength of their client rosters, and their involvement in the fashion law community.
The firm was recognized for its "strongbrand management practice and long-standing work with consumer brands," and for advising fashion, luxury, and consumer brands, like Vince Holdings, Luxury Brand Partners, and Oscar de la Renta, through the full gamut of legal issues. Notably, TFL highlighted the strength of the firm's leading trademark practice as a key contributor to its status as a leader in the retail and consumer products space.
The firm's consumer & retail brands group advises public and private clients across consumer sectors, including beauty and personal care, consumer health, food and beverage, pet, travel and leisure, media and entertainment, sports, consumer technology and apparel.
The consumer & retail brands group is co-chaired by mergers & acquisitions and capital markets partner Craig Marcus and intellectual property transactions partner Erica Han. The highly-ranked trademark practice is led by intellectual property transactions counsel Emilia Cannella.
See the full rankings here (https://www.thefashionlaw.com/fashion-law-2026-the-top-u-s-law-firms-for-retail-companies/).
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Original text here: https://www.ropesgray.com/en/news-and-events/rankings-and-awards/2026/04/ropes-gray-named-top-law-firm-retail-companies-by-the-fashion-law
Ropes & Gray Article Analyzing Xerox's IP Drop-Down Published in The Licensing Journal
BOSTON, Massachusetts, April 25 (TNSjou) [Category: BizLaw/Legal] -- Ropes and Gray, a law firm, issued the following news:
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Ropes & Gray Article Analyzing Xerox's IP Drop-Down Published in The Licensing Journal
The Licensing Journal published a client alert on the Xerox Corporation's "non-subsidiary" liability management transaction authored by Ropes & Gray finance partners Sam Badawi, Nitin Konchady, and Leonard Klingbaum, business restructuring partner Matthew Roose, and finance knowledge management attorney Alisha Turak.
Xerox's transaction in February received attention for its use
... Show Full Article
BOSTON, Massachusetts, April 25 (TNSjou) [Category: BizLaw/Legal] -- Ropes and Gray, a law firm, issued the following news:
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Ropes & Gray Article Analyzing Xerox's IP Drop-Down Published in The Licensing Journal
The Licensing Journal published a client alert on the Xerox Corporation's "non-subsidiary" liability management transaction authored by Ropes & Gray finance partners Sam Badawi, Nitin Konchady, and Leonard Klingbaum, business restructuring partner Matthew Roose, and finance knowledge management attorney Alisha Turak.
Xerox's transaction in February received attention for its useof a joint venture to avoid restrictions in its debt documents that apply to entities defined as "subsidiaries." The article examines how the approach may gain traction among borrowers whose balance sheets are anchored by valuable IP.
The alert was first published in Distressed Debt Legal Insights (https://www.ropesgray.com/en/insights/alerts/2026/03/distressed-debt-legal-insights-xerox-and-the-non-subsidiary-drop-down).
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Original text here: https://www.ropesgray.com/en/news-and-events/news/2026/04/ropes-gray-article-analyzing-xeroxs-ip-drop-down-published-in-the-licensing-journal
Policy Week in Review - April 24, 2026
SAN FRANCISCO, California, April 25 -- Littler, a law firm, issued the following news:
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Policy Week in Review - April 24, 2026
Congressional and Administrative News
At a Glance
The Policy Week in Review, prepared by Littler's Workplace Policy Institute (WPI), sets forth WPI's updates on federal legislation, regulations, and congressional activity affecting the workplace.
By Shannon Meade, Jim Paretti, Alex MacDonald, and Maury Baskin
DOL Announces Proposed Rule on Joint Employment
On April 22, the U.S. Department of Labor's Wage and Hour Division announced a Notice of Proposed Rulemaking
... Show Full Article
SAN FRANCISCO, California, April 25 -- Littler, a law firm, issued the following news:
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Policy Week in Review - April 24, 2026
Congressional and Administrative News
At a Glance
The Policy Week in Review, prepared by Littler's Workplace Policy Institute (WPI), sets forth WPI's updates on federal legislation, regulations, and congressional activity affecting the workplace.
By Shannon Meade, Jim Paretti, Alex MacDonald, and Maury Baskin
DOL Announces Proposed Rule on Joint Employment
On April 22, the U.S. Department of Labor's Wage and Hour Division announced a Notice of Proposed Rulemaking(NPRM) on joint employer status under the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), and the Migrant and Seasonal Agricultural Worker Protection Act (MSPA). The NPRM proposes separate analyses to assess horizontal and vertical joint employment scenarios given the inherent differences between those business relationships. Additionally, the proposal advises that a potential joint employer's "actual exercise of control" is more relevant than "reserved control" for determining vertical joint employer status. It also proposes to exclude from consideration factors relevant for assessing employee status (as opposed to an independent contractor) when making a joint employment assessment. Public comments are due by 11:59 p.m. ET on June 22, 2026. Read here for the Department's Q&A. Read here for Littler's analysis.
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Bipartisan "Know Your Labor Rights Act" Legislation Introduced in House and Senate
On April 21, Senators Josh Hawley (R-MO) and Maggie Hassan (D-NH) and Representatives Riley Moore (R-WV) and Marie Gluesenkamp (D-WA) introduced the "Know Your Labor Rights Act," which would require all employers to post and maintain notice to employees and new hires of their labor rights in the workplace. The bill is endorsed by the Teamsters and is a pillar of Senator Hawley's pro-worker framework.
Related to Senator Hawley's framework, there is a concerted effort to advance companion legislation to Hawley's "Faster Labor Contracts Act" (imposing binding interest arbitration, another key pillar of Senator Hawley's framework) in the House via a Discharge Petition filed by Representative Donald Norcross (D-NJ). The legislation, (H.R. 5408), is sponsored by Representatives Pete Stauber (R-MN) and Donald Norcross (D-NJ) and currently has 82 cosponsors - 65 Democrats, 17 Republicans. In an effort to bypass committee consideration and force a House floor vote on the legislation, Representative Norcross filed the Discharge Petition (H.Res. 1140) on April 20. As of this writing, 145 House members have signed on, with Rep. Michael Lawler (R-NY) as the sole Republican signature. It is unclear at this time whether the effort will reach the required 218 signatures to advance to the House floor for a vote.
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WIOA Reauthorization Approved in Committee
The House Committee on Education and Workforce approved legislation on April 21, titled "A Stronger Workforce for America Act," which would reauthorize the Workforce Innovation and Opportunity Act (WIOA). WIOA, the nation's primary workforce development law, has not been reauthorized or updated since its expiration in 2020, although it has continued to receive funding. As previously reported, the bill makes important reforms, including improvements to federal labor market reporting data; support for virtual employment services; dedicated funding for upskilling workers through individual training accounts and on-the-job learning; and metrics to strengthen accountability to hold state and local workforce boards responsible for delivering positive outcomes for workers and job seekers. However, this bill is a departure from previous bipartisan efforts in that it transfers all adult education and family literacy functions from the Department of Education to the Department of Labor, which is in alignment with the Trump administration's goals of reducing the footprint of the Department of Education. This move is not favored by the House minority. As such, it is uncertain if the bill will pass the House.
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Authors
Shannon Meade
Executive Director, Workplace Policy Institute
Washington, D.C.
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James A. Paretti
Shareholder
Washington, D.C.
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Alexander T. MacDonald
Shareholder
Washington, D.C.
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Maury Baskin
Shareholder
Washington, D.C.
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Original text here: https://www.littler.com/news-analysis/asap/policy-week-review-april-24-2026
[Category: BizLaw/Legal]
Littler Issues Commentary: How Would the European Commission's Draft Proposal for the EU Inc. Affect German Employers?
SAN FRANCISCO, California, April 25 -- Littler, a law firm, issued the following commentary on April 24, 2026, by associate Janne Katrine Bochmann:
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How Would the European Commission's Draft Proposal for the EU Inc. Affect German Employers?
On March 18, 2026, the European Commission published its proposal for an EU-wide legal framework establishing a new form of limited-liability company - the EU Inc. With this draft, the Commission aims to promote start-ups and scale-ups by creating a new European legal form. Digitalization, standardization and greater flexibility in company law are at
... Show Full Article
SAN FRANCISCO, California, April 25 -- Littler, a law firm, issued the following commentary on April 24, 2026, by associate Janne Katrine Bochmann:
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How Would the European Commission's Draft Proposal for the EU Inc. Affect German Employers?
On March 18, 2026, the European Commission published its proposal for an EU-wide legal framework establishing a new form of limited-liability company - the EU Inc. With this draft, the Commission aims to promote start-ups and scale-ups by creating a new European legal form. Digitalization, standardization and greater flexibility in company law are atthe forefront.
Codetermination as the key touchstone for the EU Inc.
From an employment law perspective, the EU Inc. offers significant structuring potential with regard to corporate codetermination, while also reflecting familiar tensions. A distinction must be drawn between EU Inc.s that are newly incorporated and those formed through conversion transactions.
New incorporation: codetermination based on the statutory seat
For newly incorporated EU Inc.s, the draft provides that the codetermination regime of the Member State of the statutory seat (registered office) shall be decisive. Because the draft (as is already the case for the SE1) does not require an economic nexus between the statutory seat and the place of the company's actual activities, it would be possible to establish an EU Inc. with its registered office in a Member State with limited codetermination requirements and to operate - on a permanent basis - in Germany without codetermination.
This would make it legally possible, even where employee headcount exceeds the thresholds under Germany's One-Third Participation Act or Codetermination Act, to operate entirely without employee representatives on the supervisory or management body. In particular as a managing holding company, or in combination with group structures not subject to codetermination, the EU Inc. could therefore be attractive for certain corporate concepts.
However, this is only a limited novelty. Comparable effects can already be achieved today by using companies from EU Member States that fully adhere to the incorporation theory. The EU Inc. draft is nevertheless likely to simplify such structures and provide additional legal certainty.
Conversion: continuation of established protective mechanisms
The situation is different where an EU Inc. is formed, by way of a conversion transaction, from an existing company. In such cases, the draft expressly refers to the system applicable to cross-border conversions. Accordingly, the instruments familiar from the formation of an SE and the corresponding German implementing legislation would apply: an election body, a special negotiating body, a negotiation procedure and - if no agreement is reached - statutory fallback codetermination provisions.
In these cases, codetermination is therefore not "cut off"; rather, it is continued under the familiar freeze and/or continuation model. At the same time, it becomes clear that the EU Inc. does not establish a uniform EU-wide codetermination regime. The approach discussed in advance - a harmonized codetermination framework across Europe for the new legal form - is not reflected in the Commission's draft.
This can be summarized as follows:
1. In the case of new incorporations, the EU Inc. opens up scope for structuring without codetermination.
2. In the case of conversions, the established codetermination safeguards continue to apply.
3. Genuine European harmonization of codetermination remains absent.
Employee share participation programs as an employment-law location advantage
The employment-law assessment of the provisions on employee share participation programs is positive. The draft provides for an EU-wide Employee Share Option Scheme (EU-ESO), which may be of considerable importance particularly for growth-oriented companies.
Tax focus: moving away from the taxation of "dry income"
In practice, employee share participation programs in Germany have been hindered less by company law considerations than by tax obstacles. While the national legislator has, in recent years, introduced significant relief through section 19a of the German Income Tax Act (Sec. 19a EStG) and has, in many cases, deferred immediate taxation of the taxable benefit in kind, restrictions nevertheless remain - for example due to size and age thresholds for the eligible undertaking and maximum time limits for the deferral of taxation.
The EU Inc. draft goes a significant step further. Under the proposed concept, employee shareholdings would be taxed only upon actual disposal - regardless of the company's size or age. This would permanently and comprehensively mitigate the deterrent effect of taxable "dry income."
Especially in the competition for qualified employees and executives, this may generate substantial advantages. Employee participation thereby gains not only company-law or tax-law significance, but also employment-law relevance as an instrument for incentivization and long-term retention. Teams operating across Europe could be treated in a transparent and comparable manner.
For employers, this means:
1. Employee share participation could be structured in a significantly more attractive way across the EU than under current national regimes.
2. The EU Inc. strengthens participation programs as an employment-law remuneration and retention instrument.
3. Start-ups and scale-ups in particular benefit from increased flexibility and planning certainty.
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See Footnotes
1/ An SE is a public company registered in accordance with the corporate law of the EU.
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Authors
Janne Katrine Bochmann
Associate
Hamburg
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Original text here: https://www.littler.com/news-analysis/asap/how-would-european-commissions-draft-proposal-eu-inc-affect-german-employers
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Virginia Compliance Alert - 7 Key Legislative Changes Employers Can't Ignore
ATLANTA, Georgia, April 25 -- Fisher Phillips, a law firm, issued the following insight on April 24, 2026:
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Virginia Compliance Alert: 7 Key Legislative Changes Employers Can't Ignore
Keeping up with employment law changes is a constant challenge for employers, especially as states continue to expand and refine workplace requirements. Virginia is no exception, and under its new governor, the state legislature has passed a host of changes that impact employers. We'll break down the new requirements and offer practical takeaways to help you get ready.
1. Recap of Expanded Paid Sick Leave
... Show Full Article
ATLANTA, Georgia, April 25 -- Fisher Phillips, a law firm, issued the following insight on April 24, 2026:
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Virginia Compliance Alert: 7 Key Legislative Changes Employers Can't Ignore
Keeping up with employment law changes is a constant challenge for employers, especially as states continue to expand and refine workplace requirements. Virginia is no exception, and under its new governor, the state legislature has passed a host of changes that impact employers. We'll break down the new requirements and offer practical takeaways to help you get ready.
1. Recap of Expanded Paid Sick LeaveLaw (HB 5 & SB 199)
Prior to this legislative session, Virginia's paid sick leave covered only narrowly defined home health workers. In keeping with other legislative changes to paid sick leave laws across the country in recent years, the state has now expanded this mandate to cover all eligible employees, regardless of company size.
Application and Eligibility
Virginia's paid sick leave law covers all private employers in the state, but with staggered effective dates based on total employer size:
* July 1, 2027: 50+ employees
* January 1, 2028: 25+ employees
* January 1, 2029: one or more employees
All Virginia-based employees will be eligible for sick leave under the new law, without regard to full or part-time status or exempt/non-exempt status.
Amount of Sick Leave and Usage
* Under the expanded law, all employees will receive one hour of paid sick leave for every 30 hours worked, up to a maximum of 40 hours accrued per year. Employers may frontload 40 hours of sick leave each year to meet these requirements.
* Unused accrued leave carries over year to year.
* Employers can limit usage of sick leave to 40 hours per year.
* Sick leave may be used in one-hour increments.
* Exempt employees are presumed to work 40 hours in a workweek for the accrual calculation.
Employees may use sick leave for their own illness or conditions and medical appointments, as well as for that of a family member. The law also provides a safe leave component. Employees who are victims of domestic violence, sexual assault, or stalking may use paid sick leave to relocate, access medical or mental health services, obtain legal assistance, or connect with victim advocacy resources.
Your Current Paid Leave Policy May Not Be Enough
Employers with existing paid leave programs should not assume they are already covered. The law allows employers with existing paid leave policies that provide enough leave must ensure the policy also:
* permits use for all the same purposes the statute covers; and
* does so under the same conditions.
In addition, employers should be mindful of the law's anti-retaliation provision. A policy that falls short on any of these aspects will need to be supplemented or revised before the applicable effective date.
Penalties for Non-Compliance
Employers need to be aware of the penalties for failing to comply:
* The law provides a private cause of action, meaning that any employee who experiences a violation may sue their employer. A successful plaintiff is entitled to twice the value of the withheld leave plus additional available remedies.
* Employees may also file a complaint with the Virginia Commissioner of Labor and Industry, who can investigate and assess civil fines of up to $500 per violation.
2. Paid Family and Medical Leave (HB 1207 & SB 2)
Virginia joins its DMV neighbors in enacting a new Paid Family Medical Leave Insurance ("PFMLI") program. The Virginia PFMLI program provides two main benefits: up to 12 workweeks of job-protected leave for certain qualifying reasons and a partial wage replacement benefit during that leave.
Contributions
Virginia's PFMLI program will be administered by the Virginia Employment Commission and financed through a payroll-funded insurance model, with contributions split between employers and their employees. How much an employer must contribute depends on company size:
* Employers with more than 10 employees may withhold up to 50% of the required contribution from employee wages, with the employer responsible for the balance.
* Employers with 10 or fewer employees are only required to collect and remit 50% of the contribution rate that applies to larger employers - no additional employer contribution is owed.
* PFMLI leave runs concurrently with any applicable federal FMLA leave as well as leave entitlements under a collective bargaining agreement.
Mark these dates on your calendar: contribution collection begins April 1, 2028, and the program starts paying benefits on December 1, 2028.
Eligibility for Benefits
Benefits under the PFMLI will be available for covered employees who are authorized to work in the United States and who take leave for the following reasons:
* to care for a new child, whether through birth, adoption, or foster care in the first year;
* because of the employee's own serious health condition;
* to care for a family member with a serious health condition;
* for reasons related to a family member's military service; or
* to seek safety services for the employee or a family member.
Leave may be taken intermittently and runs concurrently with federal FMLA where applicable. Employees who have been employed for at least 120 days prior to the start of their PFMLI leave are entitled to their position (or its equivalent) upon return from leave. Employers must maintain any healthcare benefits during any period of leave taken under this law.
Amount of Benefits
* Benefits are available for up to 12 weeks in a 52-week period, but leave for safety services are capped at four weeks of wages in a benefit year.
* The weekly benefit is equal to 80% of the employee's average weekly wage, subject to a maximum cap of 100% of the statewide average weekly wage. The statewide average weekly wage will be updated each year.
Private Plan Option
Employers that prefer not to participate in the state program may apply for a Commission-approved private insurance plan opt-out. To qualify, the private plan must provide benefits that are at least equivalent to the state program and must not cost employees more than they would pay under the state plan. This option gives employers more flexibility over plan design and administration but requires Commission approval.
3. VA Human Rights Expansion (SB637)
Virginia has also expanded its human rights law to cover all employers with five or more employees, down from fifteen. The law also extends the time for an employee to file a complaint with the Office of the Attorney General alleging unlawful discrimination from 300 days to two (2) years.
4. Minimum Wage Increase (HB1 & SB1)
The minimum wage in Virginia will increase incrementally to $15 per hour by January 1, 2028. Here is what employers need to know:
* The law codifies the adjusted state hourly minimum wage of $12.77 per hour that became effective as of January 1, 2026.
* The minimum rate will increase to $13.75 per hour effective January 1, 2027
* The minimum rate will increase to $15.00 per hour effective January 1, 2028
* Effective January 1, 2029, and annually thereafter, the minimum will be adjusted to reflect increases in the consumer price index.
The law applies broadly to most employees, regardless of employer size. While there is some time before the next wage increase goes into effect, employers with minimum-wage workers need to be prepared to comply with these annual increases. This may include an audit of current wages to ensure preparedness, as well as consideration of whether increases for employees who already make above the minimum wage are appropriate to maintain internal pay equity.
5. Overtime for Domestic Workers (HB 27/SB 28)
In keeping with the theme, this legislation adds domestic workers - defined to include childcare providers, housekeepers, caregivers, cooks, and gardeners in private homes, among others - to Virginia's overtime law. This includes hourly and salaried employees, independent contractors, and full- or part-time workers who provide services for one or more employers. This is a very broad definition that is likely to implicate both employers and individuals who engage domestic workers directly.
Under the new requirements, covered workers must receive 1.5 times their regular pay for hours worked over forty (40) in a workweek. Questions remain as to how exactly this law will work practically, especially for independent contractors who typically set their own hours.
This law has a delayed implementation but will go into effect July 1, 2027.
6. Salary History and Wage Transparency (HB 636/SB 215)
Following a nationwide trend, Virginia's new salary history and wage transparency law is intended to combat discrimination and improve wage transparency, particularly addressing how reliance on past salary can perpetuate wage gaps.
Under the new law, employers are prohibited from asking about a job applicant's past wages or salary history or using an applicant's past salary to evaluate candidates or set starting pay. If an applicant voluntarily discloses their pay history, the employer may only use it after making an initial job offer and only for the purpose of justifying a higher salary.
The law also includes anti-retaliation provisions that prohibit employers from penalizing applicants or employees for refusing to disclose their pay history or asking about the pay range for a position. Employers are also now required to set a salary or wage range in both external job postings and internal promotion or transfer opportunities.
The law creates a private right of action with violations resulting in up to $10,000 in statutory damages or actual damages, as well as attorneys' fees. The law will go into effect January 1, 2027.
Employers are advised to immediately begin training interviewers and review all hiring procedures and policies, as well as application materials, to ensure compliance with this law. Training staff who make hiring decisions will be key, as this law is a departure from a relatively routine applicant inquiry, which could lead to accidental non-compliance.
7. Heat Illness Prevention Standards (HB1092)
Virginia is set to become the next state to adopt its own unique heat illness prevention standards. HB1092 requires the regulatory body that writes state safety and health rules to pass a standard addressing heat illness in the workplace no later than May 1, 2028.
While the law does not yet create any new requirements for Virginia employers, it signals that a future standard is on the way that will address indoor and outdoor occupational heat exposures. The rule will likely be modeled after a prior Virginia proposal, standards passed in other states, and consensus body guidelines from NIOSH and ACGIH.
While employers nationwide await the long-anticipated final rule on heat from federal OSHA, employers in Virginia should begin developing a plan for addressing heat exposures, including issues like acclimatization, water, access to shade, and training. Stay tuned, as the rulemaking process will shed more light on the agency's intentions and give employers an opportunity to weigh in on a proposed rule.
What Should Employers Do Now?
Virginia employers have time to prepare, but shouldn't delay. Here are four steps you should consider taking now:
* Review your existing leave policies against the new paid sick leave standard. Your current PTO or sick leave program will only satisfy the new law if it provides sufficient leave for all of the same purposes, under the same conditions the statute requires. Conduct that audit now and close any gaps before the appropriate effective date for your company.
* Get your written policies in place and distributed. Draft or update new policies and make sure they reach your employees before these laws go into effect.
* Start planning your PFML payroll infrastructure today. The April 2028 contribution start date will arrive faster than you think. Work with your payroll team or vendor now to build the required deduction and remittance structure. If a private plan opt-out is appealing, begin evaluating commercial insurance options and the Commission approval process well in advance.
* Update your payroll to reflect minimum wage and overtime increases. For employees who will see their wages increase under the minimum wage update, ensure your overtime calculations for regular rate of pay reflect the new pay rate.
Future Changes to Track
While these new laws will significantly change the landscape for employers in Virginia, it is possible this is not the end of employment-related legislation. Several notable bills did not pass this legislative session or were rejected by the Governor including:
* HB1514 which would prohibit the use of artificial intelligence in employment decisions;
* HB1451 which would create additional protections for warehouse workers;
* HB1173 and SB258 which would have required accommodations for employees experiencing perimenopause and menopause; and
* HB949 which would further curtail the use of non-compete agreements in the state.
Versions of these bills were introduced under Governor Spanberger's predecessor, and it is likely they will be re-introduced in the future.
Conclusion
We will continue to monitor these developments and provide updates as the laws near their effective dates, so make sure you are subscribed to Fisher Phillips' Insight System to receive the most current information directly to your inbox. If you have questions, please contact your Fisher Phillips attorney, the authors of this Insight, or any of our Virginia-licensed attorneys.
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Related People
Travis D. Huffman
Associate
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Jenna B. Rubin
Partner
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jrubin@fisherphillips.com
Martha G. Vazquez
Associate
502.410.6889
mgvazquez@fisherphillips.com
Alex West
Partner
704.778.4174
awwest@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/virginia-compliance-alert-7-key-legislative-changes-employers-cant-ignore
[Category: BizLaw/Legal]
