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Littler: Further Developments on France's Draft Pay Transparency Bill
SAN FRANCISCO, California, Sept. 19 -- Littler, a law firm, issued the following news:
* * *
Further Developments on France's Draft Pay Transparency Bill
By Jacques de Tonquedec and Magali Marguerite
September 18, 2026
At a Glance
* France released a revised version of its draft law to implement the EU Pay Transparency Act.
* The revised bill retains the main mechanisms to ensure pay transparency, but does introduce several notable clarifications.
-
On September 10, 2026, a new version of the preliminary draft bill transposing the EU Pay Transparency Directive into French national law ... Show Full Article SAN FRANCISCO, California, Sept. 19 -- Littler, a law firm, issued the following news: * * * Further Developments on France's Draft Pay Transparency Bill By Jacques de Tonquedec and Magali Marguerite September 18, 2026 At a Glance * France released a revised version of its draft law to implement the EU Pay Transparency Act. * The revised bill retains the main mechanisms to ensure pay transparency, but does introduce several notable clarifications. - On September 10, 2026, a new version of the preliminary draft bill transposing the EU Pay Transparency Directive into French national lawwas unveiled and presented to the Council of Ministers. The text has undergone significant editorial revisions, without any substantial changes to its overall structure.
The main mechanisms for pay transparency have not changed:
* The obligation to state a starting pay range in job advertisements;
* The prohibition on asking job applicants for details of their current or previous remuneration;
* The prohibition on including salary non-disclosure clauses in employment contracts;
* The individual right of every employee to request information on their average remuneration level and on the average remuneration levels, broken down by gender, of employees in their category of work of equal status or equal value;
* The requirement for any company with at least 50 employees to report on indicators relating to the gender pay gap. (Note, pre-existing French legislation requires a form of reporting for employers with at least 50 employees. Like the initial implementing draft, the new proposal is also more stringent than the Directive's 100-employee mandatory reporting threshold by keeping the 50-employee threshold already in existence).
This new version is, however, not without changes and introduces several notable clarifications or adjustments.
Clarifications on the concept of remuneration?
As in previous versions of the text, the task of specifying which elements of remuneration are to be taken into account - particularly for the calculation of remuneration levels - remains a matter for the regulatory authorities.
The new draft, however, provides an interesting clarification by expressly referring to Article L. 3221-3 of the Labor Code to define the concept of remuneration. This same provision already forms the basis for the definition of remuneration used in the context of the gender equality index.
Subject to further clarification to be provided by regulation, this reference could therefore suggest that the remuneration base currently used for the gender equality index will also be applied when implementing the rules on pay transparency. In this scenario, certain elements would remain excluded from the calculation of remuneration levels, in particular sums paid in respect of employee savings schemes, as well as remuneration for overtime and additional hours.
Time limit for the employer to respond to an individual request
The text now specifies that the employer has a time limit, the duration of which will be set by decree but may not exceed two months, to respond to an employee's request regarding their average remuneration level and the average remuneration levels applicable to their job category.
Refusal to provide information
The new text broadens the grounds the employer may invoke with regard to both a refusal to comply with an individual request for information from an employee and the failure to disclose the results of the indicator relating to pay gaps between women and men within a category of workers performing the same work or work of equal value.
Per the text, an employer may refuse to disclose the requested information where such disclosure is likely to result, directly or indirectly, in the disclosure of details relating to the remuneration of an identifiable employee. Among the situations that may justify such a refusal is, in particular, the case where the number of employees of at least one of the two genders within the relevant category falls below a threshold to be set by decree.
The scope of this exception has thus been significantly broadened. While the previous version appeared to make the condition relating to the number of employees in the category a prerequisite for refusing to disclose information, the new wording allows the employer to invoke any ground that could lead to the indirect identification of an employee's remuneration.
Furthermore, the condition relating to the number of employees has been revised. The previous version referred to the total number of employees comprising the relevant category, without distinction as to gender. The new wording adopts an approach more consistent with the objective pursued by now focusing on the number of employees belonging to at least one of the two genders within that category, a criterion that is more relevant for assessing the risk of individual identification.
Reporting of indicators
The explanatory memorandum accompanying this new version of the draft bill specifies that there will be seven indicators to be published, corresponding to those set out in the Directive. It also states that the threshold for the average pay gap between women and men in the same category of workers, which triggers the obligation to implement corrective measures, will be set at 5%.
The draft bill also extends the right to obtain explanations regarding the published indicators. In companies with at least 100 employees, the Social and Economic Committee ("CSE"), employees and trade union representatives will now be able to request further details on all the indicators reported. In previous versions of the text, this right was limited solely to the indicator relating to the average pay gap between women and men in the same category of workers.
Finally, very minor amendments were made to the procedures for reducing pay gaps. The text grants the administrative authority the power to issue a formal notice where it is found that the required measures have not been implemented. Furthermore, the methods for calculating the headcount taken into account will now be determined by a regulatory power, whereas previous versions of the draft bill defined them directly.
Definition of categories of work of equal work or equal value
Among the objective criteria that may be taken into account when assessing whether work is of equal value, the text now adds technical skills to the criteria already set out, namely professional knowledge, experience, non-technical skills, responsibilities, working conditions and physical or mental strain. This concept refers to the mastery of specific technical expertise.
Furthermore, the role of the industry sector ("secteur") is evolving. While the previous version provided for the commencement of negotiations directly concerning the categorization of employees performing work of equal value or of equal standing, the new text now aims to establish a method for categorization. The industry sector is therefore no longer responsible for defining employee categories itself, but rather for providing a methodological framework that can be used by companies.
Consequently, the preferred means of establishing categories remains the company-level agreement; failing that, the employer establishes them by unilateral decision, with the employer being given the option to apply the method defined by the sector.
Penalties
The new version of the draft bill does not call into question the general structure of the sanctions already provided. It does, however, introduce a new instance of a financial penalty applicable where the works council (CSE) has not been consulted on the action plan drawn up by the employer following a joint assessment report.
Furthermore, the draft sets out the circumstances in which a penalty of 450 euros may be imposed in the event of a breach of the provisions relating, on the one hand, to the employee's individual right to obtain information about their remuneration and, on the other hand, to the right to request explanations regarding the indicators.
Timetable
The parliamentary timetable for this bill remains uncertain; the Minister for Labor hopes it will be adopted by the end of February 2027, but nothing is guaranteed.
In the meantime, the Ministry of Labor, in a press release dated September 10, confirmed that "in order to allow sufficient time for the various stakeholders to adapt (...), the current reporting of the professional equality index will continue in 2027 . . .this will ensure employers have the visibility required for the smooth running of the 2027 declaration and to anticipate the transition to the indicators of the directive starting in 2028."
Despite the hint of additional time to prepare in France, we recommend that employers do not slow down compliance efforts.
* * *
Authors
Jacques de Tonquedec
Partner
Paris
jdetonquedec@littler.com
* * *
Magali Marguerite
Associate
Paris
mmarguerite@littler.com
* * *
Original text here: https://www.littler.com/news-analysis/asap/further-developments-frances-draft-pay-transparency-bill
[Category: BizLaw/Legal]
* * *
Further Developments on France's Draft Pay Transparency Bill
By Jacques de Tonquedec and Magali Marguerite
September 18, 2026
At a Glance
* France released a revised version of its draft law to implement the EU Pay Transparency Act.
* The revised bill retains the main mechanisms to ensure pay transparency, but does introduce several notable clarifications.
-
On September 10, 2026, a new version of the preliminary draft bill transposing the EU Pay Transparency Directive into French national law ... Show Full Article SAN FRANCISCO, California, Sept. 19 -- Littler, a law firm, issued the following news: * * * Further Developments on France's Draft Pay Transparency Bill By Jacques de Tonquedec and Magali Marguerite September 18, 2026 At a Glance * France released a revised version of its draft law to implement the EU Pay Transparency Act. * The revised bill retains the main mechanisms to ensure pay transparency, but does introduce several notable clarifications. - On September 10, 2026, a new version of the preliminary draft bill transposing the EU Pay Transparency Directive into French national lawwas unveiled and presented to the Council of Ministers. The text has undergone significant editorial revisions, without any substantial changes to its overall structure.
The main mechanisms for pay transparency have not changed:
* The obligation to state a starting pay range in job advertisements;
* The prohibition on asking job applicants for details of their current or previous remuneration;
* The prohibition on including salary non-disclosure clauses in employment contracts;
* The individual right of every employee to request information on their average remuneration level and on the average remuneration levels, broken down by gender, of employees in their category of work of equal status or equal value;
* The requirement for any company with at least 50 employees to report on indicators relating to the gender pay gap. (Note, pre-existing French legislation requires a form of reporting for employers with at least 50 employees. Like the initial implementing draft, the new proposal is also more stringent than the Directive's 100-employee mandatory reporting threshold by keeping the 50-employee threshold already in existence).
This new version is, however, not without changes and introduces several notable clarifications or adjustments.
Clarifications on the concept of remuneration?
As in previous versions of the text, the task of specifying which elements of remuneration are to be taken into account - particularly for the calculation of remuneration levels - remains a matter for the regulatory authorities.
The new draft, however, provides an interesting clarification by expressly referring to Article L. 3221-3 of the Labor Code to define the concept of remuneration. This same provision already forms the basis for the definition of remuneration used in the context of the gender equality index.
Subject to further clarification to be provided by regulation, this reference could therefore suggest that the remuneration base currently used for the gender equality index will also be applied when implementing the rules on pay transparency. In this scenario, certain elements would remain excluded from the calculation of remuneration levels, in particular sums paid in respect of employee savings schemes, as well as remuneration for overtime and additional hours.
Time limit for the employer to respond to an individual request
The text now specifies that the employer has a time limit, the duration of which will be set by decree but may not exceed two months, to respond to an employee's request regarding their average remuneration level and the average remuneration levels applicable to their job category.
Refusal to provide information
The new text broadens the grounds the employer may invoke with regard to both a refusal to comply with an individual request for information from an employee and the failure to disclose the results of the indicator relating to pay gaps between women and men within a category of workers performing the same work or work of equal value.
Per the text, an employer may refuse to disclose the requested information where such disclosure is likely to result, directly or indirectly, in the disclosure of details relating to the remuneration of an identifiable employee. Among the situations that may justify such a refusal is, in particular, the case where the number of employees of at least one of the two genders within the relevant category falls below a threshold to be set by decree.
The scope of this exception has thus been significantly broadened. While the previous version appeared to make the condition relating to the number of employees in the category a prerequisite for refusing to disclose information, the new wording allows the employer to invoke any ground that could lead to the indirect identification of an employee's remuneration.
Furthermore, the condition relating to the number of employees has been revised. The previous version referred to the total number of employees comprising the relevant category, without distinction as to gender. The new wording adopts an approach more consistent with the objective pursued by now focusing on the number of employees belonging to at least one of the two genders within that category, a criterion that is more relevant for assessing the risk of individual identification.
Reporting of indicators
The explanatory memorandum accompanying this new version of the draft bill specifies that there will be seven indicators to be published, corresponding to those set out in the Directive. It also states that the threshold for the average pay gap between women and men in the same category of workers, which triggers the obligation to implement corrective measures, will be set at 5%.
The draft bill also extends the right to obtain explanations regarding the published indicators. In companies with at least 100 employees, the Social and Economic Committee ("CSE"), employees and trade union representatives will now be able to request further details on all the indicators reported. In previous versions of the text, this right was limited solely to the indicator relating to the average pay gap between women and men in the same category of workers.
Finally, very minor amendments were made to the procedures for reducing pay gaps. The text grants the administrative authority the power to issue a formal notice where it is found that the required measures have not been implemented. Furthermore, the methods for calculating the headcount taken into account will now be determined by a regulatory power, whereas previous versions of the draft bill defined them directly.
Definition of categories of work of equal work or equal value
Among the objective criteria that may be taken into account when assessing whether work is of equal value, the text now adds technical skills to the criteria already set out, namely professional knowledge, experience, non-technical skills, responsibilities, working conditions and physical or mental strain. This concept refers to the mastery of specific technical expertise.
Furthermore, the role of the industry sector ("secteur") is evolving. While the previous version provided for the commencement of negotiations directly concerning the categorization of employees performing work of equal value or of equal standing, the new text now aims to establish a method for categorization. The industry sector is therefore no longer responsible for defining employee categories itself, but rather for providing a methodological framework that can be used by companies.
Consequently, the preferred means of establishing categories remains the company-level agreement; failing that, the employer establishes them by unilateral decision, with the employer being given the option to apply the method defined by the sector.
Penalties
The new version of the draft bill does not call into question the general structure of the sanctions already provided. It does, however, introduce a new instance of a financial penalty applicable where the works council (CSE) has not been consulted on the action plan drawn up by the employer following a joint assessment report.
Furthermore, the draft sets out the circumstances in which a penalty of 450 euros may be imposed in the event of a breach of the provisions relating, on the one hand, to the employee's individual right to obtain information about their remuneration and, on the other hand, to the right to request explanations regarding the indicators.
Timetable
The parliamentary timetable for this bill remains uncertain; the Minister for Labor hopes it will be adopted by the end of February 2027, but nothing is guaranteed.
In the meantime, the Ministry of Labor, in a press release dated September 10, confirmed that "in order to allow sufficient time for the various stakeholders to adapt (...), the current reporting of the professional equality index will continue in 2027 . . .this will ensure employers have the visibility required for the smooth running of the 2027 declaration and to anticipate the transition to the indicators of the directive starting in 2028."
Despite the hint of additional time to prepare in France, we recommend that employers do not slow down compliance efforts.
* * *
Authors
Jacques de Tonquedec
Partner
Paris
jdetonquedec@littler.com
* * *
Magali Marguerite
Associate
Paris
mmarguerite@littler.com
* * *
Original text here: https://www.littler.com/news-analysis/asap/further-developments-frances-draft-pay-transparency-bill
[Category: BizLaw/Legal]
Lawdragon Recognizes 3 Troutman Pepper Locke Attorneys as 2027 Leading Litigators in America
ATLANTA, Georgia, Sept. 19 -- Troutman Pepper, a law firm, issued the following news:
* * *
September 18, 2026
Lawdragon Recognizes 3 Troutman Pepper Locke Attorneys as 2027 Leading Litigators in America
Troutman Pepper Locke attorneys Dabney Carr, Jerry Clements, and Nina Gussack have been named to Lawdragon's 2027 Leading Litigators in America list, recognizing the nation's top litigators across all aspects of the law. Honorees are selected through Lawdragon's journalistic research, nominations, and vetting with peers, clients, and other professionals.
The honorees are recognized in the ... Show Full Article ATLANTA, Georgia, Sept. 19 -- Troutman Pepper, a law firm, issued the following news: * * * September 18, 2026 Lawdragon Recognizes 3 Troutman Pepper Locke Attorneys as 2027 Leading Litigators in America Troutman Pepper Locke attorneys Dabney Carr, Jerry Clements, and Nina Gussack have been named to Lawdragon's 2027 Leading Litigators in America list, recognizing the nation's top litigators across all aspects of the law. Honorees are selected through Lawdragon's journalistic research, nominations, and vetting with peers, clients, and other professionals. The honorees are recognized in thefollowing practice areas:
* Dabney Carr - Patent Infringement, Product Liability, and Environmental Litigation
* Jerry Clements - Commercial Litigation
* Nina Gussack - Product Liability and Medical and Pharmaceutical Device Litigation
* * *
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.
* * *
Original text here: https://www.troutman.com/insights/lawdragon-recognizes-3-troutman-pepper-locke-attorneys-as-2027-leading-litigators-in-america/
[Category: BizLaw/Legal]
* * *
September 18, 2026
Lawdragon Recognizes 3 Troutman Pepper Locke Attorneys as 2027 Leading Litigators in America
Troutman Pepper Locke attorneys Dabney Carr, Jerry Clements, and Nina Gussack have been named to Lawdragon's 2027 Leading Litigators in America list, recognizing the nation's top litigators across all aspects of the law. Honorees are selected through Lawdragon's journalistic research, nominations, and vetting with peers, clients, and other professionals.
The honorees are recognized in the ... Show Full Article ATLANTA, Georgia, Sept. 19 -- Troutman Pepper, a law firm, issued the following news: * * * September 18, 2026 Lawdragon Recognizes 3 Troutman Pepper Locke Attorneys as 2027 Leading Litigators in America Troutman Pepper Locke attorneys Dabney Carr, Jerry Clements, and Nina Gussack have been named to Lawdragon's 2027 Leading Litigators in America list, recognizing the nation's top litigators across all aspects of the law. Honorees are selected through Lawdragon's journalistic research, nominations, and vetting with peers, clients, and other professionals. The honorees are recognized in thefollowing practice areas:
* Dabney Carr - Patent Infringement, Product Liability, and Environmental Litigation
* Jerry Clements - Commercial Litigation
* Nina Gussack - Product Liability and Medical and Pharmaceutical Device Litigation
* * *
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.
* * *
Original text here: https://www.troutman.com/insights/lawdragon-recognizes-3-troutman-pepper-locke-attorneys-as-2027-leading-litigators-in-america/
[Category: BizLaw/Legal]
Latham Expands Market-Leading Antitrust & Competition Practice With Paris Partner Victor Levy
NEW YORK, Sept. 19 -- Latham and Watkins, a law firm, issued the following news release:
* * *
Latham Expands Market-Leading Antitrust & Competition Practice With Paris Partner Victor Levy
September 18, 2026
Arrival of Victor Levy further strengthens the firm's premier Antitrust & Competition Practice in Europe and enhances its unrivalled global platform.
-
Latham & Watkins is pleased to announce that Victor Levy has joined the firm's Paris office as partner in its Antitrust & Competition Practice. Levy advises on competition law matters, with particular experience in merger control filings ... Show Full Article NEW YORK, Sept. 19 -- Latham and Watkins, a law firm, issued the following news release: * * * Latham Expands Market-Leading Antitrust & Competition Practice With Paris Partner Victor Levy September 18, 2026 Arrival of Victor Levy further strengthens the firm's premier Antitrust & Competition Practice in Europe and enhances its unrivalled global platform. - Latham & Watkins is pleased to announce that Victor Levy has joined the firm's Paris office as partner in its Antitrust & Competition Practice. Levy advises on competition law matters, with particular experience in merger control filingsbefore the European Commission, the French Competition Authority, and other competition authorities globally, as well as complex antitrust investigations and follow-on damages claims before competition authorities and courts.
Levy has extensive experience across sectors including aerospace and defense, consumer goods, and industrials.
"We are thrilled to welcome Victor to the firm," said Thomas Margenet-Baudry, Office Managing Partner of Latham & Watkins in Paris. "Our Paris office is a powerhouse in the French market, with exceptional strength across our transactional and regulatory practices. Antitrust and competition is central to that success, an essential component of our market-leading transactional and litigation platforms and a formidable go-to practice. Victor brings deep experience in complex domestic and cross-border antitrust matters for French and international clients that complements our existing strengths and further enhances the sophisticated, integrated advice we provide to clients in France, across Europe, and globally. His arrival reflects our ambition to continue investing in the very best talents and to remain at the forefront of the market for years to come."
Latham's Antitrust & Competition Practice is widely recognized as one of the world's premier antitrust platforms, delivering sophisticated, coordinated advice across the United States, Europe, and Asia. The firm advises and represents clients on many of their most significant and complex global transactions, cartel investigations, and disputes, combining deep antitrust experience with market-leading litigation and trial capabilities. The Paris competition practice, like that of the Brussels office, is ranked Band 1/Tier 1 in the legal directories. The addition of Levy further strengthens the firm's European and Paris bench and enhances its ability to guide clients through an increasingly complex and interconnected global competition and regulatory landscape.
"The addition of Victor underscores the continued strength and momentum of our global practice," said Lawrence Buterman, Global Chair of Latham's Antitrust & Competition Practice. "Our platform brings together leading antitrust lawyers across the United States, Europe, and Asia who are increasingly called upon by our clients to lead and coordinate representations on complex transactions and litigation matters spanning multiple jurisdictions. Victor brings outstanding credentials and deep experience that will further strengthen our ability to deliver integrated and global solutions at the highest level."
"We have known Victor for many years and have long held him in the highest regard," said Jacques-Philippe Gunther, Antitrust & Competition partner in Paris. "He is definitely one of the best of his generation, and his unique combination of economic and legal expertise makes him a real additional strength to our talented team."
Paris Antitrust & Competition partner, Adrien Giraud also commented, "Victor brings extensive experience across merger control, foreign investment screening, antitrust investigations, litigation, and state aid. At a time when antitrust and regulatory considerations are playing a critical role in shaping strategic business decisions, his arrival further enhances the breadth and depth of our offering in Paris."
"I am delighted to join Latham & Watkins in Paris, especially at this critical time when competition authorities are becoming increasingly active and coordinated across jurisdictions. The firm's global platform and market-leading capabilities provide an exceptional opportunity to help clients navigate their most complex matters," said Levy. "I look forward to working closely with the teams across practices and geographies to further develop Latham's antitrust and competition offering."
Levy joins Latham & Watkins from Hogan Lovells Cadwalader. He holds a Master's degree in Mathematics from the Ecole Normale Superieure de Lyon, a Master's degree in European Business Law from Paris Pantheon-Assas University, and an LL.M. from New York University School of Law. He is admitted to practice in Paris and New York.
* * *
Original text here: https://www.lw.com/en/news/2026/09/latham-expands-market-leading-antitrust-and-competition-practice-with-paris-partner-victor-levy
[Category: BizLaw/Legal]
* * *
Latham Expands Market-Leading Antitrust & Competition Practice With Paris Partner Victor Levy
September 18, 2026
Arrival of Victor Levy further strengthens the firm's premier Antitrust & Competition Practice in Europe and enhances its unrivalled global platform.
-
Latham & Watkins is pleased to announce that Victor Levy has joined the firm's Paris office as partner in its Antitrust & Competition Practice. Levy advises on competition law matters, with particular experience in merger control filings ... Show Full Article NEW YORK, Sept. 19 -- Latham and Watkins, a law firm, issued the following news release: * * * Latham Expands Market-Leading Antitrust & Competition Practice With Paris Partner Victor Levy September 18, 2026 Arrival of Victor Levy further strengthens the firm's premier Antitrust & Competition Practice in Europe and enhances its unrivalled global platform. - Latham & Watkins is pleased to announce that Victor Levy has joined the firm's Paris office as partner in its Antitrust & Competition Practice. Levy advises on competition law matters, with particular experience in merger control filingsbefore the European Commission, the French Competition Authority, and other competition authorities globally, as well as complex antitrust investigations and follow-on damages claims before competition authorities and courts.
Levy has extensive experience across sectors including aerospace and defense, consumer goods, and industrials.
"We are thrilled to welcome Victor to the firm," said Thomas Margenet-Baudry, Office Managing Partner of Latham & Watkins in Paris. "Our Paris office is a powerhouse in the French market, with exceptional strength across our transactional and regulatory practices. Antitrust and competition is central to that success, an essential component of our market-leading transactional and litigation platforms and a formidable go-to practice. Victor brings deep experience in complex domestic and cross-border antitrust matters for French and international clients that complements our existing strengths and further enhances the sophisticated, integrated advice we provide to clients in France, across Europe, and globally. His arrival reflects our ambition to continue investing in the very best talents and to remain at the forefront of the market for years to come."
Latham's Antitrust & Competition Practice is widely recognized as one of the world's premier antitrust platforms, delivering sophisticated, coordinated advice across the United States, Europe, and Asia. The firm advises and represents clients on many of their most significant and complex global transactions, cartel investigations, and disputes, combining deep antitrust experience with market-leading litigation and trial capabilities. The Paris competition practice, like that of the Brussels office, is ranked Band 1/Tier 1 in the legal directories. The addition of Levy further strengthens the firm's European and Paris bench and enhances its ability to guide clients through an increasingly complex and interconnected global competition and regulatory landscape.
"The addition of Victor underscores the continued strength and momentum of our global practice," said Lawrence Buterman, Global Chair of Latham's Antitrust & Competition Practice. "Our platform brings together leading antitrust lawyers across the United States, Europe, and Asia who are increasingly called upon by our clients to lead and coordinate representations on complex transactions and litigation matters spanning multiple jurisdictions. Victor brings outstanding credentials and deep experience that will further strengthen our ability to deliver integrated and global solutions at the highest level."
"We have known Victor for many years and have long held him in the highest regard," said Jacques-Philippe Gunther, Antitrust & Competition partner in Paris. "He is definitely one of the best of his generation, and his unique combination of economic and legal expertise makes him a real additional strength to our talented team."
Paris Antitrust & Competition partner, Adrien Giraud also commented, "Victor brings extensive experience across merger control, foreign investment screening, antitrust investigations, litigation, and state aid. At a time when antitrust and regulatory considerations are playing a critical role in shaping strategic business decisions, his arrival further enhances the breadth and depth of our offering in Paris."
"I am delighted to join Latham & Watkins in Paris, especially at this critical time when competition authorities are becoming increasingly active and coordinated across jurisdictions. The firm's global platform and market-leading capabilities provide an exceptional opportunity to help clients navigate their most complex matters," said Levy. "I look forward to working closely with the teams across practices and geographies to further develop Latham's antitrust and competition offering."
Levy joins Latham & Watkins from Hogan Lovells Cadwalader. He holds a Master's degree in Mathematics from the Ecole Normale Superieure de Lyon, a Master's degree in European Business Law from Paris Pantheon-Assas University, and an LL.M. from New York University School of Law. He is admitted to practice in Paris and New York.
* * *
Original text here: https://www.lw.com/en/news/2026/09/latham-expands-market-leading-antitrust-and-competition-practice-with-paris-partner-victor-levy
[Category: BizLaw/Legal]
Four Goodwin Partners Named to Forbes' 2026 Top 250 Lawyers in America List
BOSTON, Massachusetts, Sept. 19 [Category: BizLaw/Legal] -- Goodwin, a law firm, posted the following news release:
* * *
Four Goodwin Partners Named to Forbes' 2026 Top 250 Lawyers in America List
*
Forbes has named Goodwin lawyers Elaine Blais, David Cross, Sabrina Rose-Smith, and Joshua Zachariah to its third annual Top 250 Lawyers in America list, which spotlights "the nation's finest attorneys in private practice." Honorees were chosen through a rigorous, multi-stage process of researching, evaluating, and rating thousands of candidates through nominations, direct outreach, recommendations, ... Show Full Article BOSTON, Massachusetts, Sept. 19 [Category: BizLaw/Legal] -- Goodwin, a law firm, posted the following news release: * * * Four Goodwin Partners Named to Forbes' 2026 Top 250 Lawyers in America List * Forbes has named Goodwin lawyers Elaine Blais, David Cross, Sabrina Rose-Smith, and Joshua Zachariah to its third annual Top 250 Lawyers in America list, which spotlights "the nation's finest attorneys in private practice." Honorees were chosen through a rigorous, multi-stage process of researching, evaluating, and rating thousands of candidates through nominations, direct outreach, recommendations,and editorial reviews.
Elaine, partner and Intellectual Property Litigation co-chair, is one of the nation's foremost life sciences patent trial lawyers. With more than 30 years of experience, she has worked with clients to advance their business interests by implementing sophisticated strategies with respect to patent and related disputes and has delivered landmark wins for clients such as Teva Pharmaceuticals International, Dr. Reddy's Laboratories, and Prime Medicines.
David is a partner in Goodwin's Antitrust and Competition practice and a member of the firm's Complex Litigation & Dispute Resolution practice. A first-chair trial lawyer, he represents plaintiffs and defendants in complex antitrust and commercial litigation, including bet-the-company matters. This marks David's third consecutive year on the list. He has also been recognized on Forbes' 2025 America's Best-In-State Lawyers list.
Sabrina is a partner in Goodwin's Financial Services Litigation and Consumer Financial Services Litigation practices. Her nationwide practice includes both defending financial institutions against consumer class actions and government enforcement actions and providing regulatory compliance and litigation risk counseling to banks, credit card issuers, mortgage lenders, and specialty and small-dollar fintech companies. Sabrina was also named to Forbes' Top 200 Lawyers in America's list for 2024.
Joshua is a partner in the firm's Public M&A/Corporate Governance practice and chair of Goodwin's Global M&A Group. He represents public and private acquirers and target companies in domestic and cross-border acquisitions, dispositions, joint ventures, and other corporate matters across industries. His recent work includes advising Roku on its $22 billion acquisition by Fox Corporation, Qualtrics on its $6.75 billion acquisition of Press Ganey Forsta and its acquisition by Silver Lake in partnership with Canada's largest pension fund, and Olo on its $2 billion acquisition by Thoma Bravo. Separately, Joshua advised Thoma Bravo on its $4 billion acquisition of Accelerant. This marks Joshua's second consecutive year on Forbes' Top 250 Lawyers in America list.
To see the full list, visit Forbes Top 250 Lawyers in America 2026.
***
Original text here: https://www.goodwinlaw.com/en/news-and-events/news/2026/09/announcements-practices-four-goodwin-partners-named-among-forbes-2026-top-250-lawyers-in-america
* * *
Four Goodwin Partners Named to Forbes' 2026 Top 250 Lawyers in America List
*
Forbes has named Goodwin lawyers Elaine Blais, David Cross, Sabrina Rose-Smith, and Joshua Zachariah to its third annual Top 250 Lawyers in America list, which spotlights "the nation's finest attorneys in private practice." Honorees were chosen through a rigorous, multi-stage process of researching, evaluating, and rating thousands of candidates through nominations, direct outreach, recommendations, ... Show Full Article BOSTON, Massachusetts, Sept. 19 [Category: BizLaw/Legal] -- Goodwin, a law firm, posted the following news release: * * * Four Goodwin Partners Named to Forbes' 2026 Top 250 Lawyers in America List * Forbes has named Goodwin lawyers Elaine Blais, David Cross, Sabrina Rose-Smith, and Joshua Zachariah to its third annual Top 250 Lawyers in America list, which spotlights "the nation's finest attorneys in private practice." Honorees were chosen through a rigorous, multi-stage process of researching, evaluating, and rating thousands of candidates through nominations, direct outreach, recommendations,and editorial reviews.
Elaine, partner and Intellectual Property Litigation co-chair, is one of the nation's foremost life sciences patent trial lawyers. With more than 30 years of experience, she has worked with clients to advance their business interests by implementing sophisticated strategies with respect to patent and related disputes and has delivered landmark wins for clients such as Teva Pharmaceuticals International, Dr. Reddy's Laboratories, and Prime Medicines.
David is a partner in Goodwin's Antitrust and Competition practice and a member of the firm's Complex Litigation & Dispute Resolution practice. A first-chair trial lawyer, he represents plaintiffs and defendants in complex antitrust and commercial litigation, including bet-the-company matters. This marks David's third consecutive year on the list. He has also been recognized on Forbes' 2025 America's Best-In-State Lawyers list.
Sabrina is a partner in Goodwin's Financial Services Litigation and Consumer Financial Services Litigation practices. Her nationwide practice includes both defending financial institutions against consumer class actions and government enforcement actions and providing regulatory compliance and litigation risk counseling to banks, credit card issuers, mortgage lenders, and specialty and small-dollar fintech companies. Sabrina was also named to Forbes' Top 200 Lawyers in America's list for 2024.
Joshua is a partner in the firm's Public M&A/Corporate Governance practice and chair of Goodwin's Global M&A Group. He represents public and private acquirers and target companies in domestic and cross-border acquisitions, dispositions, joint ventures, and other corporate matters across industries. His recent work includes advising Roku on its $22 billion acquisition by Fox Corporation, Qualtrics on its $6.75 billion acquisition of Press Ganey Forsta and its acquisition by Silver Lake in partnership with Canada's largest pension fund, and Olo on its $2 billion acquisition by Thoma Bravo. Separately, Joshua advised Thoma Bravo on its $4 billion acquisition of Accelerant. This marks Joshua's second consecutive year on Forbes' Top 250 Lawyers in America list.
To see the full list, visit Forbes Top 250 Lawyers in America 2026.
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Original text here: https://www.goodwinlaw.com/en/news-and-events/news/2026/09/announcements-practices-four-goodwin-partners-named-among-forbes-2026-top-250-lawyers-in-america
Fisher Phillips Issues Insight: Employer Cheat Sheet for Workplace Laws Taking Effect in October 2026
ATLANTA, Georgia, Sept. 19 -- Fisher Phillips, a law firm, issued the following Insight:
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Employer Cheat Sheet for Workplace Laws Taking Effect in October 2026
Sep 18, 2026
The seasons are changing, and so are workplace laws for many states across the country. Employers operating in certain states will see new legislation take effect in October on issues ranging from pay transparency to "captive audience" meetings to immigration-related notices. Here's your employer cheat sheet to some of the key laws kicking in next month (all laws take effect October 1, 2026, unless otherwise noted).
Alabama
* ... Show Full Article ATLANTA, Georgia, Sept. 19 -- Fisher Phillips, a law firm, issued the following Insight: * * * Employer Cheat Sheet for Workplace Laws Taking Effect in October 2026 Sep 18, 2026 The seasons are changing, and so are workplace laws for many states across the country. Employers operating in certain states will see new legislation take effect in October on issues ranging from pay transparency to "captive audience" meetings to immigration-related notices. Here's your employer cheat sheet to some of the key laws kicking in next month (all laws take effect October 1, 2026, unless otherwise noted). Alabama *Ban on non-disclosure provisions related to sexual abuse (SB 30). Alabama employers will need to ensure that workplace agreements (including nondisclosure, confidentiality, employment, settlement, or other agreements) do not prohibit disclosure of an act of sexual abuse or related facts. Such provisions, if part of an agreement entered into, executed, or amended on or after October 1, 2026, will be void and unenforceable due to new legislation known as "Trey's Law."
Connecticut
* Artificial Intelligence Responsibility and Transparency Act (SB 5). Earlier this year, Connecticut enacted one of the most comprehensive AI laws in the country, and employers need to start preparing now. The law uses staggered effective dates, so compliance obligations will roll in over the next two years. The first key date - October 1, 2026 - triggers the anti-discrimination amendments, the developer-deployer framework, and a new WARN Act disclosure requirement. Here are four important items you should add to your to-do list.
* Major Expansion of Pay Transparency Requirements (Sub. HB 5003, Sec. 2). Employers will be required to disclose in internal and public job postings: (1) the wages or wage range - which will need to be set in "good faith" - for the position posted, and (2) a general description of the benefits (including health insurance benefits, retirement benefits, fringe benefits, paid leave, and any other compensation other than wages) to be offered with such position.
* Small Employers No Longer Exempt from Stay-or-Pay Ban (Sub. HB 5003, Sec. 4). All employers, regardless of size, will be prohibited from requiring, as a condition of employment, an employee (or prospective employee) to execute an employment promissory note requiring the individual to pay the employer a sum of money if they leave such employment within a certain time period (subject to limited exceptions). Prior to October 1, 2026, employers with fewer than 26 employees were exempt from the state's longstanding stay-or-pay ban.
* New ADA Accommodation Notice Requirements (Sub. HB 5003, Sec. 30-31). Employers will be required to provide written notice of an employee's right under federal law to reasonable accommodations in the workplace for a disability. The notice will need to be provided to new employees upon hire, to existing employees within 120 days of October 1 (by January 29, 2027), and to any employee who notifies the employer of their disability within 10 days of such notification. Employers can satisfy these notice requirements by displaying a poster created by the state's Labor Commissioner in a conspicuous place that is accessible to employees (though, as of publication, a model poster does not appear to be available yet).
* Expanded Rights Regarding Lactation Breaks (Sub. HB 5003, Sec. 32). Employers will be required to provide reasonable break times for an employee to express breast milk for their nursing child or breastfeed at the workplace in addition to any scheduled breaks. This is an update to current law, which merely allows employees to express breastmilk or breastfeed during their meal or break periods.
* New Paycheck Transparency Rules for Large Employers (Sub. HB 5003, Sec. 38). Employers with 100 or more employees will be required to create a guide for pay codes for overtime and the employer's most commonly used pay differentials (such as shift differentials, on-call pay, hazard pay, call-back pay, holiday or weekend pay, or geographical pay differentials). Each guide must meet certain content and language requirements, be posted on the employer's website, and be updated each time new pay codes are added (employers can use a third-party payroll services company to meet these requirements). Employers must provide the website address for such guide to employees upon hire and include it on each record of hours furnished to employees (or, alternatively, provide a copy of the guide to an employee upon hire in English and the employee's primary language).
* Tip Credit Eliminated for Certain Cannabis Workers (Sub. HB 5003, Sec. 6). The Connecticut Labor Commissioner will no longer recognize gratuities, as part of the minimum fair wage, for employees at cannabis establishments, dispensaries facilities, or producers. Such businesses must therefore be prepared to comply with the state's minimum wage rules without taking a tip-credit for such employees.
* Expanded Prevailing Wage Rules (Sub. HB 5003, Sec. 54). Employers subject to the state's existing prevailing wage requirements will be required to complete detailed daily records of each person performing the work of any mechanic, laborer, or worker at a work site and to meet related recordkeeping and filing requirements. A failure to file will be a class C misdemeanor, and the employer could face a fine of up to $500, up to three months' imprisonment, or both.
* Comptroller to Withhold Payment for Prevailing Wage Violations (SB 268). When contractors or subcontractors on public works projects are violating prevailing wage laws, the state comptroller will be authorized to stop issuing payments to such contractors until the case is resolved. Learn more here (governor's press release).
* Enhanced workers' compensation for certain workers assaulted on the job (Sub. HB 5003, Sec. 1). "Teachers, health care providers, and related employees who cannot work due to an on-the-job assault will now receive 100% of their average weekly earnings (versus the standard 75% after-tax cap), plus medical expenses and lost wages for court appearances," according to a press release from Governor Lamont.
* Expanded Notice Rules for Electronic Workplace Surveillance (Sub. SB 472). Employers that electronically monitor their employees are required under existing state law to give their employees written notice about such monitoring and post that notice in a conspicuous place accessible to employees. Starting October 1, 2026, that notice must identify the specific workplace locations that may be monitored (unless such premises are an airport or unless the employer has "reasonable grounds" to conduct such monitoring for security and employee safety purposes), and the notice must also be posted in the locations where monitoring may occur. In addition, employers must give prospective employees hired on or after October 1 a written, plain-language statement on prohibited activities that may be monitored without prior written notice.
District of Columbia
* Universal Paid Leave Reductions (FY 2027 Budget Support Act, summarized here). Starting October 1, 2026, the maximum weekly benefit amount will be capped at $1,100 (a decrease from the current $1,190 weekly cap) for all benefit types (including parental, medical, family, and prenatal leave) provided through the Universal Paid Leave (UPL) Program managed by the Department of Employment Services (DOES). The weekly benefit amount may be increased for inflation each October 1 (starting in 2027), so long as the Office of the Chief Financial Officer certifies that sufficient UPL funds can support the increase. In addition, the maximum number of weeks allowed will be reduced from 12 weeks to eight weeks for qualifying medical leave for an employee to care for their own serious medical condition and to six weeks for qualifying family leave to care for a sick family member with a serious medical condition. (The maximum number of weeks allowed will remain at 12 weeks for qualifying parental leave and at two weeks for qualifying prenatal leave.) The employer contribution amount will continue to be equal to 0.75% of covered employees' wages. Stay tuned for updated notices from the DOES Office of Paid Family Leave to ensure compliance with the employer posting requirements.
Maryland
* Ban on "Captive Audience" Meetings (SB 417). Covered employers will be prohibited (subject to limited exceptions) from discharging, disciplining, or otherwise penalizing an employee for declining to attend, participate in, or listen to an employer-sponsored meeting during which the employer communicates its opinion regarding broadly-defined "religious" or "political" matters. Similar protections will apply to applicants. An employee who believes their employer has violated this new "captive audience" meeting ban will have a right to file a complaint with the state's Commissioner of Labor and Industry, who may, after an investigation, assess a civil penalty of up to $10,000 for an initial violation (or up to $25,000 for a subsequent violation) and award other relief, such as reinstatement of the employee and back pay with interest. In addition, employers will need to meet certain notice and posting requirements (the Commissioner is required to make a poster and model notice available on or before November 1, 2026).
* Ban on Dynamic Pricing for Certain Businesses (HB 895). Certain food retailers and third-party delivery service providers will be prohibited from using "dynamic pricing" (sometimes known as "surveillance pricing") or a consumer's personal data to set a higher price for food that is exempt from the state's sale and use tax. Covered businesses will also be prohibited from using protected class data to offer, advertise, or sell a consumer good or service if such use results in withholding or denying from the consumer an accommodation, advantage, or a privilege accorded to others. The Protection From Predatory Pricing Act will be enforced by the Office of Attorney General's Consumer Protection Division, which will issue a notice of violation before taking action and provide the alleged violator with a 45-day cure period. Learn more about increasing litigation and legislation related to dynamic pricing.
Michigan
* Youth employment authorizations (2024 HB 5594). Starting October 2, 2026, all youth work permits in Michigan must be obtained exclusively through the State of Michigan's centralized work permit system, and employers must keep work permits on file. Learn more here (state website on the Youth Employment Standards Act).
New Jersey
* Controversial ABC Classification Test (NJDOL Final Rule). New Jersey businesses should get ready for new regulations on classifying workers as independent contractors under the state's ABC test, which makes it difficult for many companies to treat workers as independent contractors, and for businesses to hire smaller, entrepreneurial businesses. Here's what businesses need to know about the finalized regulations and three steps you should consider taking now.
North Carolina
* Modernization of the State Human Resources System (SB 1041). The state's Human Resources Act repealed and replaced, completely overhauling a wide range of laws related to State government employment.
Ohio
* Loosened Child Labor Restrictions (HB 455). Among other changes kicking in October 9, 2026, 14- and 15-year olds will soon be permitted to be employed between 7:00 p.m. and 9:00 p.m. any night preceding a day school is not in session if the minor has approval from a parent or legal guardian. (Under current law, individuals of such age are prohibited from working past 7:00 p.m., except between June 1 and September 1 or during any school holiday of five school days or more). However, this change may be of little or no impact to employers subject to more protective provisions of the federal Fair Labor Standards Act, which supersede state law.
Rhode Island
* RISavers Program Compliance Deadline for Large Employers (RISavers website). A 2024 state law established the RISavers Program, a state-sponsored retirement savings program, and set phased-in enforcement. The first compliance deadline, which applies to eligible employers with more than 100 eligible employees, is October 15, 2026. Learn more here (official press release).
South Carolina
* Protected Leave for Civil Air Patrol Service (SB 1043). All employers will be required to provide at least 30 days per calendar year of leave for the purpose of response to an emergency service operation of the Civil Air Patrol, as well as at least 10 days per calendar year of leave for the purpose of training and proficiency activities administered by the Civil Air Patrol, US Air Force, FEMA, or other emergency management-related organizations. For private employers, Civil Air Patrol leave may be paid or unpaid (for public employers, such leave must be paid at the employee's current pay rate). The new law includes additional requirements, various exceptions, and employees will have a right to bring a civil action against an employer who allegedly violates the new rules.
* Expanded Paid Parental Leave for Certain Public Employees (SB 11). Changes to South Carolina's paid parental leave law for certain public employees include: extending coverage to eligible state employees working in temporary-grant or time-limited positions; clarifying that stillbirth is a qualifying event; and increasing the amount of required paid leave from two weeks to four weeks for adoption (for employees who are not the child's primary caregiver) or foster care placement (other qualifying events will still require six weeks of paid leave).
Vermont
* Savers Program Penalty Increase (2023 SB 135). Vermont requires covered employers with two or more W-2 employees to register for Vermont Saves, a state-sponsored retirement program, if they do not already offer a qualified workplace retirement savings plan. The maximum penalty for a covered employer that fails to comply without reasonable cause will significantly increase on October 1 to $75 per covered employee.
Washington
* Immigrant Worker Protection Act (HB 2105). Employers will be required to provide a specific notice to each worker (and their representative, if any) within five days of receiving notification from a federal agency of any inspection of I-9 forms and any related worker records. Employers will also be required to provide a separate notice to affected workers (and their representatives, if any) within five days of receiving results of any such inspection, as well as comply with posting and anti-retaliation requirements. Any individual injured by an alleged violation of these new provisions will be entitled to bring a private cause of action and recover damages and other relief. In addition, the state's attorney general will be authorized to enforce the law, and employers will be required to pay statutory damages of $500 for each notice failure (doubled for willful violations), subject to a limited exception requiring correction. Learn more and find model posters and notices here (fhttps://www.atg.wa.gov/IWPA).
* * *
Related People
David R. Dorey
Partner
drdorey@fisherphillips.com
202/978-9655
* * *
Lauren Laing
Legal Content Counsel
llaing@fisherphillips.com
412/822-6623
* * *
Braden Lawes
Senior Government Affairs Analyst
blawes@fisherphillips.com
202/916-7176
* * *
Sarah Wieselthier
Partner
swieselthier@fisherphillips.com
908/516-1064
* * *
Original text here: https://www.fisherphillips.com/en/insights/insights/employer-cheat-sheet-for-workplace-laws-taking-effect-in-october-2026
[Category: BizLaw/Legal]
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Employer Cheat Sheet for Workplace Laws Taking Effect in October 2026
Sep 18, 2026
The seasons are changing, and so are workplace laws for many states across the country. Employers operating in certain states will see new legislation take effect in October on issues ranging from pay transparency to "captive audience" meetings to immigration-related notices. Here's your employer cheat sheet to some of the key laws kicking in next month (all laws take effect October 1, 2026, unless otherwise noted).
Alabama
* ... Show Full Article ATLANTA, Georgia, Sept. 19 -- Fisher Phillips, a law firm, issued the following Insight: * * * Employer Cheat Sheet for Workplace Laws Taking Effect in October 2026 Sep 18, 2026 The seasons are changing, and so are workplace laws for many states across the country. Employers operating in certain states will see new legislation take effect in October on issues ranging from pay transparency to "captive audience" meetings to immigration-related notices. Here's your employer cheat sheet to some of the key laws kicking in next month (all laws take effect October 1, 2026, unless otherwise noted). Alabama *Ban on non-disclosure provisions related to sexual abuse (SB 30). Alabama employers will need to ensure that workplace agreements (including nondisclosure, confidentiality, employment, settlement, or other agreements) do not prohibit disclosure of an act of sexual abuse or related facts. Such provisions, if part of an agreement entered into, executed, or amended on or after October 1, 2026, will be void and unenforceable due to new legislation known as "Trey's Law."
Connecticut
* Artificial Intelligence Responsibility and Transparency Act (SB 5). Earlier this year, Connecticut enacted one of the most comprehensive AI laws in the country, and employers need to start preparing now. The law uses staggered effective dates, so compliance obligations will roll in over the next two years. The first key date - October 1, 2026 - triggers the anti-discrimination amendments, the developer-deployer framework, and a new WARN Act disclosure requirement. Here are four important items you should add to your to-do list.
* Major Expansion of Pay Transparency Requirements (Sub. HB 5003, Sec. 2). Employers will be required to disclose in internal and public job postings: (1) the wages or wage range - which will need to be set in "good faith" - for the position posted, and (2) a general description of the benefits (including health insurance benefits, retirement benefits, fringe benefits, paid leave, and any other compensation other than wages) to be offered with such position.
* Small Employers No Longer Exempt from Stay-or-Pay Ban (Sub. HB 5003, Sec. 4). All employers, regardless of size, will be prohibited from requiring, as a condition of employment, an employee (or prospective employee) to execute an employment promissory note requiring the individual to pay the employer a sum of money if they leave such employment within a certain time period (subject to limited exceptions). Prior to October 1, 2026, employers with fewer than 26 employees were exempt from the state's longstanding stay-or-pay ban.
* New ADA Accommodation Notice Requirements (Sub. HB 5003, Sec. 30-31). Employers will be required to provide written notice of an employee's right under federal law to reasonable accommodations in the workplace for a disability. The notice will need to be provided to new employees upon hire, to existing employees within 120 days of October 1 (by January 29, 2027), and to any employee who notifies the employer of their disability within 10 days of such notification. Employers can satisfy these notice requirements by displaying a poster created by the state's Labor Commissioner in a conspicuous place that is accessible to employees (though, as of publication, a model poster does not appear to be available yet).
* Expanded Rights Regarding Lactation Breaks (Sub. HB 5003, Sec. 32). Employers will be required to provide reasonable break times for an employee to express breast milk for their nursing child or breastfeed at the workplace in addition to any scheduled breaks. This is an update to current law, which merely allows employees to express breastmilk or breastfeed during their meal or break periods.
* New Paycheck Transparency Rules for Large Employers (Sub. HB 5003, Sec. 38). Employers with 100 or more employees will be required to create a guide for pay codes for overtime and the employer's most commonly used pay differentials (such as shift differentials, on-call pay, hazard pay, call-back pay, holiday or weekend pay, or geographical pay differentials). Each guide must meet certain content and language requirements, be posted on the employer's website, and be updated each time new pay codes are added (employers can use a third-party payroll services company to meet these requirements). Employers must provide the website address for such guide to employees upon hire and include it on each record of hours furnished to employees (or, alternatively, provide a copy of the guide to an employee upon hire in English and the employee's primary language).
* Tip Credit Eliminated for Certain Cannabis Workers (Sub. HB 5003, Sec. 6). The Connecticut Labor Commissioner will no longer recognize gratuities, as part of the minimum fair wage, for employees at cannabis establishments, dispensaries facilities, or producers. Such businesses must therefore be prepared to comply with the state's minimum wage rules without taking a tip-credit for such employees.
* Expanded Prevailing Wage Rules (Sub. HB 5003, Sec. 54). Employers subject to the state's existing prevailing wage requirements will be required to complete detailed daily records of each person performing the work of any mechanic, laborer, or worker at a work site and to meet related recordkeeping and filing requirements. A failure to file will be a class C misdemeanor, and the employer could face a fine of up to $500, up to three months' imprisonment, or both.
* Comptroller to Withhold Payment for Prevailing Wage Violations (SB 268). When contractors or subcontractors on public works projects are violating prevailing wage laws, the state comptroller will be authorized to stop issuing payments to such contractors until the case is resolved. Learn more here (governor's press release).
* Enhanced workers' compensation for certain workers assaulted on the job (Sub. HB 5003, Sec. 1). "Teachers, health care providers, and related employees who cannot work due to an on-the-job assault will now receive 100% of their average weekly earnings (versus the standard 75% after-tax cap), plus medical expenses and lost wages for court appearances," according to a press release from Governor Lamont.
* Expanded Notice Rules for Electronic Workplace Surveillance (Sub. SB 472). Employers that electronically monitor their employees are required under existing state law to give their employees written notice about such monitoring and post that notice in a conspicuous place accessible to employees. Starting October 1, 2026, that notice must identify the specific workplace locations that may be monitored (unless such premises are an airport or unless the employer has "reasonable grounds" to conduct such monitoring for security and employee safety purposes), and the notice must also be posted in the locations where monitoring may occur. In addition, employers must give prospective employees hired on or after October 1 a written, plain-language statement on prohibited activities that may be monitored without prior written notice.
District of Columbia
* Universal Paid Leave Reductions (FY 2027 Budget Support Act, summarized here). Starting October 1, 2026, the maximum weekly benefit amount will be capped at $1,100 (a decrease from the current $1,190 weekly cap) for all benefit types (including parental, medical, family, and prenatal leave) provided through the Universal Paid Leave (UPL) Program managed by the Department of Employment Services (DOES). The weekly benefit amount may be increased for inflation each October 1 (starting in 2027), so long as the Office of the Chief Financial Officer certifies that sufficient UPL funds can support the increase. In addition, the maximum number of weeks allowed will be reduced from 12 weeks to eight weeks for qualifying medical leave for an employee to care for their own serious medical condition and to six weeks for qualifying family leave to care for a sick family member with a serious medical condition. (The maximum number of weeks allowed will remain at 12 weeks for qualifying parental leave and at two weeks for qualifying prenatal leave.) The employer contribution amount will continue to be equal to 0.75% of covered employees' wages. Stay tuned for updated notices from the DOES Office of Paid Family Leave to ensure compliance with the employer posting requirements.
Maryland
* Ban on "Captive Audience" Meetings (SB 417). Covered employers will be prohibited (subject to limited exceptions) from discharging, disciplining, or otherwise penalizing an employee for declining to attend, participate in, or listen to an employer-sponsored meeting during which the employer communicates its opinion regarding broadly-defined "religious" or "political" matters. Similar protections will apply to applicants. An employee who believes their employer has violated this new "captive audience" meeting ban will have a right to file a complaint with the state's Commissioner of Labor and Industry, who may, after an investigation, assess a civil penalty of up to $10,000 for an initial violation (or up to $25,000 for a subsequent violation) and award other relief, such as reinstatement of the employee and back pay with interest. In addition, employers will need to meet certain notice and posting requirements (the Commissioner is required to make a poster and model notice available on or before November 1, 2026).
* Ban on Dynamic Pricing for Certain Businesses (HB 895). Certain food retailers and third-party delivery service providers will be prohibited from using "dynamic pricing" (sometimes known as "surveillance pricing") or a consumer's personal data to set a higher price for food that is exempt from the state's sale and use tax. Covered businesses will also be prohibited from using protected class data to offer, advertise, or sell a consumer good or service if such use results in withholding or denying from the consumer an accommodation, advantage, or a privilege accorded to others. The Protection From Predatory Pricing Act will be enforced by the Office of Attorney General's Consumer Protection Division, which will issue a notice of violation before taking action and provide the alleged violator with a 45-day cure period. Learn more about increasing litigation and legislation related to dynamic pricing.
Michigan
* Youth employment authorizations (2024 HB 5594). Starting October 2, 2026, all youth work permits in Michigan must be obtained exclusively through the State of Michigan's centralized work permit system, and employers must keep work permits on file. Learn more here (state website on the Youth Employment Standards Act).
New Jersey
* Controversial ABC Classification Test (NJDOL Final Rule). New Jersey businesses should get ready for new regulations on classifying workers as independent contractors under the state's ABC test, which makes it difficult for many companies to treat workers as independent contractors, and for businesses to hire smaller, entrepreneurial businesses. Here's what businesses need to know about the finalized regulations and three steps you should consider taking now.
North Carolina
* Modernization of the State Human Resources System (SB 1041). The state's Human Resources Act repealed and replaced, completely overhauling a wide range of laws related to State government employment.
Ohio
* Loosened Child Labor Restrictions (HB 455). Among other changes kicking in October 9, 2026, 14- and 15-year olds will soon be permitted to be employed between 7:00 p.m. and 9:00 p.m. any night preceding a day school is not in session if the minor has approval from a parent or legal guardian. (Under current law, individuals of such age are prohibited from working past 7:00 p.m., except between June 1 and September 1 or during any school holiday of five school days or more). However, this change may be of little or no impact to employers subject to more protective provisions of the federal Fair Labor Standards Act, which supersede state law.
Rhode Island
* RISavers Program Compliance Deadline for Large Employers (RISavers website). A 2024 state law established the RISavers Program, a state-sponsored retirement savings program, and set phased-in enforcement. The first compliance deadline, which applies to eligible employers with more than 100 eligible employees, is October 15, 2026. Learn more here (official press release).
South Carolina
* Protected Leave for Civil Air Patrol Service (SB 1043). All employers will be required to provide at least 30 days per calendar year of leave for the purpose of response to an emergency service operation of the Civil Air Patrol, as well as at least 10 days per calendar year of leave for the purpose of training and proficiency activities administered by the Civil Air Patrol, US Air Force, FEMA, or other emergency management-related organizations. For private employers, Civil Air Patrol leave may be paid or unpaid (for public employers, such leave must be paid at the employee's current pay rate). The new law includes additional requirements, various exceptions, and employees will have a right to bring a civil action against an employer who allegedly violates the new rules.
* Expanded Paid Parental Leave for Certain Public Employees (SB 11). Changes to South Carolina's paid parental leave law for certain public employees include: extending coverage to eligible state employees working in temporary-grant or time-limited positions; clarifying that stillbirth is a qualifying event; and increasing the amount of required paid leave from two weeks to four weeks for adoption (for employees who are not the child's primary caregiver) or foster care placement (other qualifying events will still require six weeks of paid leave).
Vermont
* Savers Program Penalty Increase (2023 SB 135). Vermont requires covered employers with two or more W-2 employees to register for Vermont Saves, a state-sponsored retirement program, if they do not already offer a qualified workplace retirement savings plan. The maximum penalty for a covered employer that fails to comply without reasonable cause will significantly increase on October 1 to $75 per covered employee.
Washington
* Immigrant Worker Protection Act (HB 2105). Employers will be required to provide a specific notice to each worker (and their representative, if any) within five days of receiving notification from a federal agency of any inspection of I-9 forms and any related worker records. Employers will also be required to provide a separate notice to affected workers (and their representatives, if any) within five days of receiving results of any such inspection, as well as comply with posting and anti-retaliation requirements. Any individual injured by an alleged violation of these new provisions will be entitled to bring a private cause of action and recover damages and other relief. In addition, the state's attorney general will be authorized to enforce the law, and employers will be required to pay statutory damages of $500 for each notice failure (doubled for willful violations), subject to a limited exception requiring correction. Learn more and find model posters and notices here (fhttps://www.atg.wa.gov/IWPA).
* * *
Related People
David R. Dorey
Partner
drdorey@fisherphillips.com
202/978-9655
* * *
Lauren Laing
Legal Content Counsel
llaing@fisherphillips.com
412/822-6623
* * *
Braden Lawes
Senior Government Affairs Analyst
blawes@fisherphillips.com
202/916-7176
* * *
Sarah Wieselthier
Partner
swieselthier@fisherphillips.com
908/516-1064
* * *
Original text here: https://www.fisherphillips.com/en/insights/insights/employer-cheat-sheet-for-workplace-laws-taking-effect-in-october-2026
[Category: BizLaw/Legal]
Dorsey & Whitney Advises Beijing Xunzhong on Placing of New H Shares Under General Mandate
MINNEAPOLIS, Minnesota, Sept. 19 -- Dorsey and Whitney, a law firm, issued the following news release:
* * *
Dorsey & Whitney Advises Beijing Xunzhong on Placing of New H Shares under General Mandate
September 18, 2026
International law firm Dorsey & Whitney LLP acted as Hong Kong legal advisors to Beijing Xunzhong Communication Technology Co., Ltd. ("Xunzhong") as to Hong Kong law in connection with its placing of new H shares under general mandate (the "Placing"). Xunzhong's H shares are listed on the Main Board of the Hong Kong Stock Exchange (Stock Code: 2597).
Winbull Securities International ... Show Full Article MINNEAPOLIS, Minnesota, Sept. 19 -- Dorsey and Whitney, a law firm, issued the following news release: * * * Dorsey & Whitney Advises Beijing Xunzhong on Placing of New H Shares under General Mandate September 18, 2026 International law firm Dorsey & Whitney LLP acted as Hong Kong legal advisors to Beijing Xunzhong Communication Technology Co., Ltd. ("Xunzhong") as to Hong Kong law in connection with its placing of new H shares under general mandate (the "Placing"). Xunzhong's H shares are listed on the Main Board of the Hong Kong Stock Exchange (Stock Code: 2597). Winbull Securities International(Hong Kong) Limited acted as sole overall coordinator and placing agent. With 11,190,000 new H shares placed at HK$28.20 per H share, the Placing raised approximately HK$315.56 million in gross proceeds and approximately HK$313.64 million in net proceeds. The Placing was completed on September 17, 2026.
Xunzhong is principally engaged in cloud-based communications services and enterprise digitalization services in the PRC. Xunzhong intends to use the net proceeds to build out its new computing power operation services business segment, which is operated independently of its existing businesses and focuses on computing power resource scheduling, artificial intelligence platforms, and customer-facing computing power and artificial intelligence products and solutions.
Approximately 38% of the net proceeds will fund the development of infrastructure and R&D environment for the computing power business, including artificial intelligence training and inference servers, general-purpose computing and storage servers, network equipment and integrated cabling; approximately 22% will fund the research and development of platforms and products for the computing power business, including computing power scheduling and artificial intelligence platforms, customer-facing products and solutions, and data and model asset management platforms; approximately 15% will be used to procure elastic computing power and hosting services from third parties; approximately 8% will go toward team building and talent acquisition; approximately 7% will support market expansion, ecosystem cooperation and solution delivery; and approximately 10% will be used for general working capital and general corporate purposes of the Group.
Partner and Co-Head of Dorsey's Asia Capital Markets practice Rachel Han and Of Counsel in the Capital Markets and Corporate Compliance group Carlton Ng, along with Associate Kristy Ting, led the Dorsey Hong Kong Capital Markets & Corporate Compliance group in navigating the regulatory and legal complexities of the Placing.
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URL: Beijing Xunzhong Communication Technology Co.
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Original text here: https://www.dorsey.com/newsresources/news/press-releases/2026/09/beijing-xunzhong
[Category: BizLaw/Legal]
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Dorsey & Whitney Advises Beijing Xunzhong on Placing of New H Shares under General Mandate
September 18, 2026
International law firm Dorsey & Whitney LLP acted as Hong Kong legal advisors to Beijing Xunzhong Communication Technology Co., Ltd. ("Xunzhong") as to Hong Kong law in connection with its placing of new H shares under general mandate (the "Placing"). Xunzhong's H shares are listed on the Main Board of the Hong Kong Stock Exchange (Stock Code: 2597).
Winbull Securities International ... Show Full Article MINNEAPOLIS, Minnesota, Sept. 19 -- Dorsey and Whitney, a law firm, issued the following news release: * * * Dorsey & Whitney Advises Beijing Xunzhong on Placing of New H Shares under General Mandate September 18, 2026 International law firm Dorsey & Whitney LLP acted as Hong Kong legal advisors to Beijing Xunzhong Communication Technology Co., Ltd. ("Xunzhong") as to Hong Kong law in connection with its placing of new H shares under general mandate (the "Placing"). Xunzhong's H shares are listed on the Main Board of the Hong Kong Stock Exchange (Stock Code: 2597). Winbull Securities International(Hong Kong) Limited acted as sole overall coordinator and placing agent. With 11,190,000 new H shares placed at HK$28.20 per H share, the Placing raised approximately HK$315.56 million in gross proceeds and approximately HK$313.64 million in net proceeds. The Placing was completed on September 17, 2026.
Xunzhong is principally engaged in cloud-based communications services and enterprise digitalization services in the PRC. Xunzhong intends to use the net proceeds to build out its new computing power operation services business segment, which is operated independently of its existing businesses and focuses on computing power resource scheduling, artificial intelligence platforms, and customer-facing computing power and artificial intelligence products and solutions.
Approximately 38% of the net proceeds will fund the development of infrastructure and R&D environment for the computing power business, including artificial intelligence training and inference servers, general-purpose computing and storage servers, network equipment and integrated cabling; approximately 22% will fund the research and development of platforms and products for the computing power business, including computing power scheduling and artificial intelligence platforms, customer-facing products and solutions, and data and model asset management platforms; approximately 15% will be used to procure elastic computing power and hosting services from third parties; approximately 8% will go toward team building and talent acquisition; approximately 7% will support market expansion, ecosystem cooperation and solution delivery; and approximately 10% will be used for general working capital and general corporate purposes of the Group.
Partner and Co-Head of Dorsey's Asia Capital Markets practice Rachel Han and Of Counsel in the Capital Markets and Corporate Compliance group Carlton Ng, along with Associate Kristy Ting, led the Dorsey Hong Kong Capital Markets & Corporate Compliance group in navigating the regulatory and legal complexities of the Placing.
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URL: Beijing Xunzhong Communication Technology Co.
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Original text here: https://www.dorsey.com/newsresources/news/press-releases/2026/09/beijing-xunzhong
[Category: BizLaw/Legal]
Dentons Wins Four Awards at the ITR Europe Tax Awards 2026
WASHINGTON, Sept. 19 -- Dentons, a law firm, issued the following news:
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Dentons wins four awards at the ITR Europe Tax Awards 2026
September 18, 2026
Global law firm Dentons has been recognized with a total of four awards at the ITR Europe Tax Awards, held in London on September 17. The awards - organized annually by International Tax Review - recognize Europe's leading tax advisers and lawyers across advisory firms, law firms, and in-house teams.
As a testament to the depth of talent, quality of legal advice, and strong market position of Dentons' Tax practice across Europe, the Firm ... Show Full Article WASHINGTON, Sept. 19 -- Dentons, a law firm, issued the following news: * * * Dentons wins four awards at the ITR Europe Tax Awards 2026 September 18, 2026 Global law firm Dentons has been recognized with a total of four awards at the ITR Europe Tax Awards, held in London on September 17. The awards - organized annually by International Tax Review - recognize Europe's leading tax advisers and lawyers across advisory firms, law firms, and in-house teams. As a testament to the depth of talent, quality of legal advice, and strong market position of Dentons' Tax practice across Europe, the Firmreceived the following awards:
* Czech Republic Indirect Tax Firm of the Year
* Netherlands Indirect Tax Law Firm of the Year
* Poland Indirect Tax Law Firm of the Year
* Real Estate Tax Law Firm of the Year
In addition to the awards, Dentons was shortlisted in another 20 categories, demonstrating the broad strength of the Tax practice across Europe.
Jurjen Bevers, Europe Tax Leader at Dentons, commented, "We are delighted to receive these four International Tax Review Awards. They reflect the strength of our Indirect Tax and Real Estate Tax teams across Europe, as well as the ongoing trust and loyalty our clients have placed in us. I am grateful to our colleagues for their commitment and collaboration in delivering outstanding client service."
Dentons' global Tax practice brings together the talent of more than 300 tax lawyers and advisers worldwide, including approximately 130 in Europe and the UK. The team provides full scope tax advice and representation, including transactional support, as well as tax structuring, planning, compliance, and litigation.
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About Dentons
Redefining possibilities. Together, everywhere. For more information visit dentons.com
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Original text here: https://www.dentons.com/en/about-dentons/news-events-and-awards/news/2026/september/dentons-wins-four-awards-at-the-itr-europe-tax-awards-2026
[Category: BizLaw/Legal]
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Dentons wins four awards at the ITR Europe Tax Awards 2026
September 18, 2026
Global law firm Dentons has been recognized with a total of four awards at the ITR Europe Tax Awards, held in London on September 17. The awards - organized annually by International Tax Review - recognize Europe's leading tax advisers and lawyers across advisory firms, law firms, and in-house teams.
As a testament to the depth of talent, quality of legal advice, and strong market position of Dentons' Tax practice across Europe, the Firm ... Show Full Article WASHINGTON, Sept. 19 -- Dentons, a law firm, issued the following news: * * * Dentons wins four awards at the ITR Europe Tax Awards 2026 September 18, 2026 Global law firm Dentons has been recognized with a total of four awards at the ITR Europe Tax Awards, held in London on September 17. The awards - organized annually by International Tax Review - recognize Europe's leading tax advisers and lawyers across advisory firms, law firms, and in-house teams. As a testament to the depth of talent, quality of legal advice, and strong market position of Dentons' Tax practice across Europe, the Firmreceived the following awards:
* Czech Republic Indirect Tax Firm of the Year
* Netherlands Indirect Tax Law Firm of the Year
* Poland Indirect Tax Law Firm of the Year
* Real Estate Tax Law Firm of the Year
In addition to the awards, Dentons was shortlisted in another 20 categories, demonstrating the broad strength of the Tax practice across Europe.
Jurjen Bevers, Europe Tax Leader at Dentons, commented, "We are delighted to receive these four International Tax Review Awards. They reflect the strength of our Indirect Tax and Real Estate Tax teams across Europe, as well as the ongoing trust and loyalty our clients have placed in us. I am grateful to our colleagues for their commitment and collaboration in delivering outstanding client service."
Dentons' global Tax practice brings together the talent of more than 300 tax lawyers and advisers worldwide, including approximately 130 in Europe and the UK. The team provides full scope tax advice and representation, including transactional support, as well as tax structuring, planning, compliance, and litigation.
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About Dentons
Redefining possibilities. Together, everywhere. For more information visit dentons.com
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Original text here: https://www.dentons.com/en/about-dentons/news-events-and-awards/news/2026/september/dentons-wins-four-awards-at-the-itr-europe-tax-awards-2026
[Category: BizLaw/Legal]