Featured Stories
Ropes and Gray: Novo Enters Global Licensing Deal Up to $1.3 Billion for Nanexa Drug Delivery Injection Technology
BOSTON, Massachusetts, Sept. 26 -- Ropes and Gray, a law firm, issued the following news:
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Novo Enters Global Licensing Deal up to $1.3 Billion for Nanexa Drug Delivery Injection Technology
September 25, 2026
Ropes & Gray advised Novo in a global licensing agreement with Swedish drug delivery company Nanexa AB worth up to $1.3 billion to develop longer-lasting injectable treatments for obesity, type 2 diabetes, and other cardiometabolic conditions.
The deal announced on September 24 could reduce the frequency that patients need to inject obesity and diabetes drugs.
Under the agreement,
... Show Full Article
BOSTON, Massachusetts, Sept. 26 -- Ropes and Gray, a law firm, issued the following news:
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Novo Enters Global Licensing Deal up to $1.3 Billion for Nanexa Drug Delivery Injection Technology
September 25, 2026
Ropes & Gray advised Novo in a global licensing agreement with Swedish drug delivery company Nanexa AB worth up to $1.3 billion to develop longer-lasting injectable treatments for obesity, type 2 diabetes, and other cardiometabolic conditions.
The deal announced on September 24 could reduce the frequency that patients need to inject obesity and diabetes drugs.
Under the agreement,Novo gains exclusive access to Nanexa's PharmaShell technology, which is designed to enable controlled and sustained release of active pharmaceutical ingredients through an ultra-thin inorganic coating applied to individual drug particles. The agreement covers up to five drug programs with monthly and quarterly dosing frequencies of the drugs.
Novo will pay Nanexa 615 million euros in upfront and development and regulatory milestone payments, with the remainder tied to sales milestones. Nanexa will receive a percentage of royalties on global sales of products developed under the agreement. Novo will lead the global development and commercialization of products developed with the deal.
The Ropes & Gray team included life sciences licensing partner Hannah England and associates Ryan Kramer and James Gould.
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URL: Novo
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Original text here: https://www.ropesgray.com/en/news-and-events/news/2026/09/novo-enters-global-licensing-deal-for-nanexa-drug-delivery-injection-technology
[Category: BizLaw/Legal]
Ropes & Gray Advised Atavistik Bio in Roche Research Collaboration Worth Up to $2 Billion
BOSTON, Massachusetts, Sept. 26 -- Ropes and Gray, a law firm, issued the following news:
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Ropes & Gray Advised Atavistik Bio in Roche Research Collaboration Worth up to $2 Billion
September 25, 2026
Ropes & Gray advised Atavistik Bio in a strategic research collaboration with Roche to discover and develop novel small molecule therapeutics against multiple targets for cardiovascular, renal, and metabolic (CVRM) diseases in a deal worth up to $2 billion that was announced on September 24.
The collaboration will leverage Atavistik Bio's proprietary AMPS drug discovery platform and experience
... Show Full Article
BOSTON, Massachusetts, Sept. 26 -- Ropes and Gray, a law firm, issued the following news:
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Ropes & Gray Advised Atavistik Bio in Roche Research Collaboration Worth up to $2 Billion
September 25, 2026
Ropes & Gray advised Atavistik Bio in a strategic research collaboration with Roche to discover and develop novel small molecule therapeutics against multiple targets for cardiovascular, renal, and metabolic (CVRM) diseases in a deal worth up to $2 billion that was announced on September 24.
The collaboration will leverage Atavistik Bio's proprietary AMPS drug discovery platform and experiencein allosteric drug discovery to identify hidden pockets on disease-causing proteins, potentially allowing drugs to be developed against CVRM targets that have been challenging to modulate.
Under the agreement, Atavistik will receive an upfront payment of $70 million and is eligible to receive additional milestone payments up to $1.9 billion, plus tiered royalties on future net sales of approved treatments.
Atavistik will lead early discovery and research, while Roche will be responsible for further preclinical and clinical development, regulatory filings and commercialization.
The Ropes & Gray team included life sciences licensing partner Hannah England and associate Ian Nilsen.
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URL: Atavistik Bio
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Original text here: https://www.ropesgray.com/en/news-and-events/news/2026/09/ropes-gray-advised-atavistik-bio-in-roche-research-collaboration
[Category: BizLaw/Legal]
Mayer Brown Strengthens Leading Insurance Transactions Platform With Addition of John Grothaus in Chicago
CHICAGO, Illinois, Sept. 26 -- Mayer Brown, a law firm, issued the following news:
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25 September 2026
Mayer Brown strengthens leading insurance transactions platform with addition of John Grothaus in Chicago
CHICAGO - Mayer Brown announced today that John Grothaus has joined the firm as a partner in its Corporate & Securities and Global Insurance practices in Chicago, further strengthening the firm's market-leading insurance transactions platform. John joins from Sidley Austin LLP.
John advises insurance, financial services, and private equity clients on a broad range of corporate and
... Show Full Article
CHICAGO, Illinois, Sept. 26 -- Mayer Brown, a law firm, issued the following news:
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25 September 2026
Mayer Brown strengthens leading insurance transactions platform with addition of John Grothaus in Chicago
CHICAGO - Mayer Brown announced today that John Grothaus has joined the firm as a partner in its Corporate & Securities and Global Insurance practices in Chicago, further strengthening the firm's market-leading insurance transactions platform. John joins from Sidley Austin LLP.
John advises insurance, financial services, and private equity clients on a broad range of corporate andsecurities matters, including mergers and acquisitions, capital investments, public and private securities offerings, reinsurance transactions, and complex insurance financings. He is particularly known for his work in the life insurance sector, where he advises clients on sophisticated transactional matters involving strategic equity and hybrid capital raises, funding agreement-backed note transactions, strategic reinsurance arrangements, and cross-border transactions, including throughout the Asia-Pacific region, including a market-leading practice in outbound reinsurance from the Asia-Pacific region.
"John's arrival reflects our continued investment in the insurance and financial services sectors and our commitment to building one of the industry's premier transactional platforms," said David Alberts, co-leader of Mayer Brown's Corporate & Securities practice. "He brings a strong combination of technical excellence, deep industry knowledge, and a client-focused approach that will further enhance our ability to advise clients on their most important strategic transactions."
"I am thrilled to join Mayer Brown," John said. "The firm has built a truly exceptional insurance platform with deep transactional, regulatory, and international capabilities. I was particularly attracted to the firm's collaborative culture, global reach, and commitment to helping lawyers build and grow their practices. I look forward to working alongside my new colleagues to help clients capitalize on opportunities across the insurance and financial services industries."
The addition of John further strengthens Mayer Brown's ability to advise insurers, reinsurers, asset managers, private equity sponsors, and other market participants on complex transactions throughout the insurance lifecycle. His experience in reinsurance, insurance-linked capital solutions, and international insurance transactions enhances the firm's capabilities in areas that continue to experience significant growth and innovation.
"John is an outstanding addition to our Chicago office and our global insurance team," said Joanna Horsnail, managing partner of Mayer Brown's Chicago office. "His experience advising clients on complex insurance and financial services transactions, coupled with his collaborative style and entrepreneurial mindset, make him an excellent fit for our firm."
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Original text here: https://www.mayerbrown.com/en/news/2026/09/mayer-brown-strengthens-leading-insurance-transactions-platform-with-addition-of-john-grothaus-in-chicago
[Category: BizLaw/Legal]
Littler: Flexible Working - UK Government Confirms Next Steps on Employment Rights Act 2025 Reforms
SAN FRANCISCO, California, Sept. 26 -- Littler, a law firm, issued the following news:
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Flexible Working: UK Government Confirms Next Steps on Employment Rights Act 2025 Reforms
The UK Government has published its response to the consultation launched on the ERA 2025 reforms to the right to request flexible working.
By Emily Bodger
September 25, 2026
The UK Government has now published its response to the consultation launched earlier this year on the Employment Rights Act 2025 ('ERA 2025') reforms to the right to request flexible working. Although further regulations are awaited, the
... Show Full Article
SAN FRANCISCO, California, Sept. 26 -- Littler, a law firm, issued the following news:
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Flexible Working: UK Government Confirms Next Steps on Employment Rights Act 2025 Reforms
The UK Government has published its response to the consultation launched on the ERA 2025 reforms to the right to request flexible working.
By Emily Bodger
September 25, 2026
The UK Government has now published its response to the consultation launched earlier this year on the Employment Rights Act 2025 ('ERA 2025') reforms to the right to request flexible working. Although further regulations are awaited, thedetail of the changes is beginning to take shape.
Background
Flexible working has been the subject of employment law reform in recent years, including changes made in April 2024 (see our previous article here), which made the right to request flexible working a day one right for employees and introduced a requirement for employers to consult before refusing a request.
The ERA 2025 builds on that framework and introduces three key changes:
1. "Reasonableness" requirement - An employer will only be able to reject a statutory flexible working request on one of the eight statutory business grounds where it is "reasonable" to do so.
2. Notification - If an employer refuses a request, the notification must state the ground(s) for refusing the application and explain why the employer considers that it is reasonable to refuse the application on that ground.
3. New statutory process - Secondary legislation will set out steps that an employer must take in order to comply with its obligation to consult an employee before rejecting a request.
These reforms form part of the Government's commitment to improving access to flexible working and encouraging more constructive discussion between employers and employees. While this is not a complete rewrite of the laws, employers will be required to follow a more structured statutory process when dealing with requests.
Earlier this year, the Government launched a consultation focused on the proposed new mandatory consultation process for employers where they are considering rejecting a statutory flexible working request. The Government recently published its response to the consultation on September 15, 2026, which confirms its intention to proceed with the ERA 2025 reforms and provides further insight on what we can expect for the new consultation process.
Continue reading here (https://littler.co.uk/insights/flexible-working-government-confirms-next-steps-on-employment-rights-act-2025-reforms/).
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Authors
Emily Bodger
Knowledge Lawyer
ebodger@littler.co.uk
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Original text here: https://www.littler.com/news-analysis/asap/flexible-working-uk-government-confirms-next-steps-employment-rights-act-2025
[Category: BizLaw/Legal]
Hughes Hubbard: Patrice Jean Named President of Columbia Law School Alumni Association
NEW YORK, Sept. 26 -- Hughes Hubbard and Reed, a law firm, issued the following news:
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September 25, 2026
Patrice Jean Named President of Columbia Law School Alumni Association
Hughes Hubbard partner and Columbia Law alum will lead the school's global alumni community.
Highlights
* Patrice Jean has been named president of the Columbia Law School Alumni Association.
* Jean graduated from Columbia Law School in 2002.
* She plans to help strengthen engagement among Columbia Law graduates worldwide.
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Patrice Jean has been named president of the Columbia Law School Alumni Association.
A
... Show Full Article
NEW YORK, Sept. 26 -- Hughes Hubbard and Reed, a law firm, issued the following news:
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September 25, 2026
Patrice Jean Named President of Columbia Law School Alumni Association
Hughes Hubbard partner and Columbia Law alum will lead the school's global alumni community.
Highlights
* Patrice Jean has been named president of the Columbia Law School Alumni Association.
* Jean graduated from Columbia Law School in 2002.
* She plans to help strengthen engagement among Columbia Law graduates worldwide.
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Patrice Jean has been named president of the Columbia Law School Alumni Association.
A2002 graduate of Columbia Law School, Jean will help lead the association's efforts to strengthen connections among alumni and support the school's global community of more than 30,000 graduates.
In an address to her fellow Alumni Association members marking the start of the academic year, Jean reflected on her connection to the school and its students, as well as on the accomplishments of Columbia Law graduates and the bonds between them that continue long after graduation.
"Over the years, it has been an immense privilege to watch so many Columbia Law graduates... charting distinguished, groundbreaking careers that are reshaping the way law is understood and practiced," Jean said. "And all while we've maintained that collective bond."
Jean is Chair of Hughes Hubbard's Life Sciences Group. Prior to law school, she earned her Ph.D. in molecular biology from Princeton University.
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Featured Lawyers
Patrice Jean
Partner
Locations
New York
patrice.jean@hugheshubbard.com
212/837-6264
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Original text here: https://www.hugheshubbard.com/news-insights/news/patrice-jean-named-president-of-columbia-law-school-alumni-association
[Category: BizLaw/Legal]
Hughes Hubbard: Michael Salzman Discusses AI-Related Risks and Accountability Facing Lawyers
NEW YORK, Sept. 26 -- Hughes Hubbard and Reed, a law firm, issued the following news:
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September 25, 2026
Michael Salzman Discusses AI-Related Risks and Accountability Facing Lawyers
Explores the risks and responsibilities associated with lawyers' use of AI.
Highlights
* Salzman discusses risks associated with AI use by lawyers, including fabricated citations, incorrect legal analysis, false factual claims and privilege concerns around' general-purpose AI systems.
* Salzman explains how differing AI rules and guidance across jurisdictions present manageable challenges for legal practitioners.
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Michael
... Show Full Article
NEW YORK, Sept. 26 -- Hughes Hubbard and Reed, a law firm, issued the following news:
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September 25, 2026
Michael Salzman Discusses AI-Related Risks and Accountability Facing Lawyers
Explores the risks and responsibilities associated with lawyers' use of AI.
Highlights
* Salzman discusses risks associated with AI use by lawyers, including fabricated citations, incorrect legal analysis, false factual claims and privilege concerns around' general-purpose AI systems.
* Salzman explains how differing AI rules and guidance across jurisdictions present manageable challenges for legal practitioners.
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MichaelSalzman - who is senior counsel at Hughes Hubbard, and previously spent four decades as a litigation partner and the firm's general counsel - discussed the legal profession's evolving approach to AI and the risks associated with its use with Newsweek.
The article examines how courts and professional bodies are developing guidance governing AI use as lawyers continue to face accountability for AI use in their work product, including instances where AI-generated materials have resulted in fabricated citations and other errors.
Salzman, who also serves as the chair of the New York City Bar's Professional Ethics Committee, explained the risks associated with AI use, including fabricated citations, incorrect legal analysis, false factual claims, and potential confidentiality and privilege concerns when lawyers use general-purpose AI systems.
Salzman also discussed how lawyers can navigate differing AI guidance across jurisdictions.
"The differences are not fundamental, and lawyers are used to dealing with differences in the laws and court rules in different places within the U.S.," Salzman said.
Over the past two years, the New York City Bar's Professional Ethics Committee has issued several opinions discussing the ethical obligations of lawyers when employing AI.
Read the article (https://www.newsweek.com/lawyers-face-patchwork-of-ai-rules-as-courts-punish-hallucinated-filings-12477505).
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Featured Lawyers
Michael E. Salzman
Senior Counsel
Locations
New York
michael.salzman@hugheshubbard.com
212/837-6833
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Original text here: https://www.hugheshubbard.com/news-insights/insights/michael-salzman-discusses-ai-related-risks-and-accountability-facing-lawyers
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Illinois Is Taking a Closer Look at Employer Pay Data - 5 Steps to Prepare for 2027
ATLANTA, Georgia, Sept. 26 -- Fisher Phillips, a law firm, issued the following Insight:
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Illinois Is Taking a Closer Look at Employer Pay Data: 5 Steps to Prepare for 2027
Sep 25, 2026
Illinois employers covered by pay data reporting requirements should prepare for additional scrutiny and targeted audits. Notably, the state labor department is also making an important reporting change that takes effect January 1, 2027, and will reject Equal Pay Registration Certificate (EPRC) submissions that identify an employee's race or sex as "prefers not to identify." The change is part of a broader
... Show Full Article
ATLANTA, Georgia, Sept. 26 -- Fisher Phillips, a law firm, issued the following Insight:
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Illinois Is Taking a Closer Look at Employer Pay Data: 5 Steps to Prepare for 2027
Sep 25, 2026
Illinois employers covered by pay data reporting requirements should prepare for additional scrutiny and targeted audits. Notably, the state labor department is also making an important reporting change that takes effect January 1, 2027, and will reject Equal Pay Registration Certificate (EPRC) submissions that identify an employee's race or sex as "prefers not to identify." The change is part of a broadereffort to improve the quality of the demographic and compensation data that's collected from Illinois employers and analyzed for potential pay disparities. Covered employers should take steps now to review their data and prepare for the next EPRC submission. Here's what you need to know and the five steps you should consider taking now to prepare.
Quick Refresher: What Is the EPRC?
* The Illinois Equal Pay Act requires private employers with 100 or more employees in Illinois to obtain an EPRC and recertify every two years.
* As part of the application process, covered employers must submit employee-level demographic and compensation information to the Illinois Department of Labor (IDOL), along with an Equal Pay Compliance Statement.
* Through the statement, employers certify their compliance with applicable equal pay laws and that average compensation for female and minority employees is not consistently below average compensation for male and non-minority employees within specified job categories.
* The data submission includes a list of all employees during the 12-month calendar year preceding the employer's filing deadline, separated by gender, race, and ethnicity, as well as hours worked.
* Employers must also report whether each employee was paid hourly or on a salary basis, the hourly rate for hourly employees, and whether the employee was covered by a collective bargaining agreement.
"Prefers Not to Identify" Is Going Away
Previous versions of IDOL's EPRC reporting template allowed employers to report an employee's race or sex as "prefers not to identify." According to IDOL, however, an increasing number of employers began using that designation for significant portions of their workforces, impeding the agency's ability to meaningfully enforce the Equal Pay Act. IDOL has already begun rejecting submissions where a significant percentage of employees are identified this way and requiring employers to provide the missing information.
Beginning January 1, 2027, the option will disappear altogether. Employers will be required to use IDOL's revised reporting template, and the agency's system will reject any submission identifying an employee's race or sex as "prefers not to identify."
Importantly, this does not mean employers should require employees to self-identify. IDOL continues to recognize voluntary self-identification as the preferred method for collecting demographic information. If an employee declines to self-identify their race, ethnicity, or gender, however, IDOL advises that employers may use existing employment records or observer identification for EPRC reporting purposes. IDOL has also advised that an employer wishing to address a particular employee's circumstances may upload an explanatory document with its EPRC submission.
IDOL has made another notable change to its demographic categories: effective October 2025, the agency added "Middle Eastern or North African" (MENA) as a race category for EPRC reporting.
IDOL Is Taking a Closer Look at Employer Pay Data
IDOL has explained that its demographic reporting changes are intended to improve the accuracy and quality of employer pay data for its reporting and analysis purposes. Although individual employers' wage data generally remains confidential, the Equal Pay Act permits IDOL to compile aggregate reports and, in certain circumstances, share identifiable information with the Illinois Department of Human Rights or Illinois Attorney General.
In 2025, IDOL partnered with the University of Illinois Urbana-Champaign to analyze aggregate data collected through the EPRC program. The resulting December 2025 report analyzed pay disparities in Illinois and offered recommendations for IDOL and employers.
Employers should understand that receiving an EPRC does not necessarily mean IDOL has substantively approved the employer's compensation practices. IDOL states that, due to the volume of EPRC submissions and limited staff resources, it may initially approve an application based on technical compliance and analyze the employer's compensation data later. If that subsequent review reveals apparent race- or sex-based pay disparities, IDOL may request additional information, seek to suspend or revoke the employer's EPRC, or initiate its own Equal Pay Act investigation.
Noncompliance can carry significant consequences. IDOL may reject an application, suspend or revoke an existing EPRC, or impose civil penalties of up to $10,000 for violations of the EPRC requirements.
5 Steps Illinois Employers Should Take Now
With the January 1, 2027, reporting change approaching, covered Illinois employers should consider taking the following steps:
1. Identify your next deadline. EPRC certification is not an annual process. Employers generally must recertify every two years from the date their last certificate was issued, and IDOL sends notices approximately 180 days before the recertification deadline. Employers should confirm their next filing date and make sure the appropriate staff have access to the portal.
2. Review your demographic data now. Identify employees currently coded as "prefers not to identify" and any employees with missing race, ethnicity, or gender information. Employers that wait until their next EPRC deadline to address gaps may find themselves scrambling to collect information required for a successful submission.
3. Update your demographic data collection practices. Confirm that HR and payroll systems reflect IDOL's current reporting categories, including the new MENA race category, and consider giving employees an opportunity to voluntarily self-identify or update their demographic information. Employers should also develop a process consistent with IDOL guidance for situations where employees decline to self-identify.
4. Carefully review your data before filing. EPRC reporting should not be treated as a purely administrative exercise. Employers should verify the accuracy of employee classifications, demographic information, hours, and compensation data before submitting it to IDOL.
5. Consider a privileged pay equity review. Given IDOL's increasing use and analysis of EPRC data, employers should consider working with counsel to evaluate what their compensation data may show before submitting it to the state. A proactive review can help employers identify potential disparities, evaluate legitimate explanations for compensation differences, and determine whether corrective measures may be appropriate.
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Related People
Jessica D. Causgrove
Partner
jcausgrove@fisherphillips.com
312/346-8061
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Sarah T. Oberg Ramirez
Associate
sobergramirez@fisherphillips.com
312/260-4765
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Original text here: https://www.fisherphillips.com/en/insights/insights/illinois-is-taking-a-closer-look-at-employer-pay-data
[Category: BizLaw/Legal]
