Featured Stories
Mark Gelman and Eric Scher Host Non-Competes and Restrictive Covenants Webinar
NEW YORK, Sept. 24 [Category: BizLaw/Legal] -- Cahill Gordon and Reindel, a law firm, posted the following news:
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Mark Gelman and Eric Scher Host Non-Competes and Restrictive Covenants Webinar
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The landscape surrounding non-compete agreements and restrictive covenants continues to evolve, with significant developments at both the state and federal levels reshaping how businesses and employers approach these critical protections.
Join Cahill partner Mark Gelman and counsel Eric Scher for an in-depth discussion exploring the current state of non-competes and related restrictive covenants
... Show Full Article
NEW YORK, Sept. 24 [Category: BizLaw/Legal] -- Cahill Gordon and Reindel, a law firm, posted the following news:
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Mark Gelman and Eric Scher Host Non-Competes and Restrictive Covenants Webinar
*
The landscape surrounding non-compete agreements and restrictive covenants continues to evolve, with significant developments at both the state and federal levels reshaping how businesses and employers approach these critical protections.
Join Cahill partner Mark Gelman and counsel Eric Scher for an in-depth discussion exploring the current state of non-competes and related restrictive covenantsin the employment context. This program will cover the foundational principles governing restrictive covenants, examine recent legislative and regulatory developments, and offer practical guidance for evaluating key considerations and drafting enforceable agreements.
Key Topics:
* Overview of non-compete agreements and related restrictive covenants
* Recent developments at the state and federal levels
* Practical considerations for drafting, evaluating, and implementing restrictive covenants
* Strategies for navigating the shifting regulatory environment
This webinar is designed for in-house counsel, human resources professionals, business leaders, and anyone involved in the design and implementation of restrictive covenant programs. This program has been accredited with 1.00 New York CLE credits in Professional Practice.
Date: Thursday, September 24, 2026 | Time: 12:00pm - 1:00pm ET
To register, please contact our Events team.
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Original text here: https://www.cahill.com/news/events/2026-09-24-mark-gelman-and-eric-scher-host-non-competes-and-restrictive-covenants-webinar
Morgan Lewis Advises MISTRAS Group on $866M Sale to H.I.G. Capital
PHILADELPHIA, Pennsylvania, Sept. 19 -- Morgan Lewis, a law firm, issued the following news release:
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Morgan Lewis Advises MISTRAS Group on $866M Sale to H.I.G. Capital
PHILADELPHIA and PRINCETON, September 18, 2026: Morgan Lewis is advising MISTRAS Group Inc. (NYSE: MG) on the company's definitive agreement with H.I.G Capital to be acquired for approximately $866 million.
MISTRAS is a global provider in technology-enabled industrial asset integrity and laboratory testing solutions, serving critical strategic markets, including oil and gas, aerospace and defense, industrials, power generation
... Show Full Article
PHILADELPHIA, Pennsylvania, Sept. 19 -- Morgan Lewis, a law firm, issued the following news release:
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Morgan Lewis Advises MISTRAS Group on $866M Sale to H.I.G. Capital
PHILADELPHIA and PRINCETON, September 18, 2026: Morgan Lewis is advising MISTRAS Group Inc. (NYSE: MG) on the company's definitive agreement with H.I.G Capital to be acquired for approximately $866 million.
MISTRAS is a global provider in technology-enabled industrial asset integrity and laboratory testing solutions, serving critical strategic markets, including oil and gas, aerospace and defense, industrials, power generation& transmission, infrastructure, engineering, and research. H.I.G. is a global alternative investment firm with $75 billion of capital under management.
The Morgan Lewis team advising MISTRAS includes Justin Chairman, G.T. Harris, Marco DiLeonardo, Patrick Rehfield, Susan Zhu, Patricia Brennan, Sarah Grimm, Jane Accomando, and Michael Taylor.
For more, read MISTRAS's announcement (https://www.mistrasgroup.com/resources/newsroom/2026/09/18/mistras-group-inc-enters-definitive-agreement-be-acquired-hig/).
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URL: MISTRAS Group
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Original text here: https://www.morganlewis.com/news/2026/09/morgan-lewis-advises-mistras-group-on-866m-sale-to-hig-capital
[Category: BizLaw/Legal]
Mayer Brown Once Again Recognized at GlobalCapital's Americas Derivatives Awards
CHICAGO, Illinois, Sept. 19 -- Mayer Brown, a law firm, issued the following news:
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18 September 2026
Mayer Brown once again recognized at GlobalCapital's Americas Derivatives Awards
NEW YORK - Mayer Brown has again been named "Americas Law Firm of the Year (Overall)" and "US Law Firm of the Year" at GlobalCapital's 2026 Global Americas Derivatives Awards. These awards recognize innovation, growth, and work that improves the derivatives industry.
This is the fifth year in a row that Mayer Brown has won the Americas Law Firm of the Year (Overall) award and the seventh time in nine years.
... Show Full Article
CHICAGO, Illinois, Sept. 19 -- Mayer Brown, a law firm, issued the following news:
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18 September 2026
Mayer Brown once again recognized at GlobalCapital's Americas Derivatives Awards
NEW YORK - Mayer Brown has again been named "Americas Law Firm of the Year (Overall)" and "US Law Firm of the Year" at GlobalCapital's 2026 Global Americas Derivatives Awards. These awards recognize innovation, growth, and work that improves the derivatives industry.
This is the fifth year in a row that Mayer Brown has won the Americas Law Firm of the Year (Overall) award and the seventh time in nine years.The awards highlight Mayer Brown's work on behalf of clients involving both regulatory and transactional matters. The firm was particularly selected for its innovative deal work.
"We are honored to be recognized by GlobalCapital and grateful for the trust our clients continue to place in our team," said Ed Parker, global leader of the firm's Derivatives & Structured Products practice. "The past year has been one of the most active periods for product development in recent memory--whether advising clients on the impact of Basel III 'Endgame' proposals, helping banks achieve regulatory capital relief through synthetic risk transfer transactions, or guiding clients on products that deliver defined outcomes in new formats. Much of this innovation has been driven directly by regulatory change. Being selected for our innovative transactional work reflects both the depth of these regulatory shifts and the collaborative work we do alongside our clients."
GlobalCapital is a principal news, opinion and data service for people and institutions in the international capital markets.
Mayer Brown is one of the only firms with a leading Derivatives & Structured Products practice in the US, Europe, and Hong Kong. The firm is ranked by Chambers Global for Capital Markets: Structured Finance, Securitization & Derivatives (Global-wide: Multi-Jurisdictional); Chambers UK for Capital Markets: Derivatives (London); Chambers UK for Capital Markets: Structured Products (London); Chambers USA for Capital Markets: Derivatives (Nationwide) and Capital Markets: Structured Products (Nationwide); IFLR1000 for Capital Markets: Derivatives (US); and The Legal 500 US for Structured Finance: Derivatives & Structured Products, as well as Tax: Financial Products.
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Original text here: https://www.mayerbrown.com/en/news/2026/09/mayer-brown-once-again-recognized-at-globalcapitals-americas-derivatives-awards
[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:
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Four Goodwin Partners Named to Forbes' 2026 Top 250 Lawyers in America List
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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:
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Four Goodwin Partners Named to Forbes' 2026 Top 250 Lawyers in America List
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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
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... Show Full Article
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
*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).
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Related People
David R. Dorey
Partner
drdorey@fisherphillips.com
202/978-9655
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Lauren Laing
Legal Content Counsel
llaing@fisherphillips.com
412/822-6623
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Braden Lawes
Senior Government Affairs Analyst
blawes@fisherphillips.com
202/916-7176
* * *
Sarah Wieselthier
Partner
swieselthier@fisherphillips.com
908/516-1064
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Original text here: https://www.fisherphillips.com/en/insights/insights/employer-cheat-sheet-for-workplace-laws-taking-effect-in-october-2026
[Category: BizLaw/Legal]
Dentons Voted "Best Law Firm" in Des Moines for 21 Consecutive Years
WASHINGTON, Sept. 19 -- Dentons, a law firm, issued the following news:
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Dentons voted "Best Law Firm" in Des Moines for 21 consecutive years
September 18, 2026
For over two decades, Dentons Davis Brown has been named Best Law Firm in Des Moines by the Business Record's annual "Best of Des Moines" survey.
This milestone recognition reflects the trust our clients, colleagues, and community place in us. From navigating Iowa laws to managing global complexities, our team is proud to serve Des Moines and all of Iowa with exceptional client service.
Business Record readers vote annually for
... Show Full Article
WASHINGTON, Sept. 19 -- Dentons, a law firm, issued the following news:
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Dentons voted "Best Law Firm" in Des Moines for 21 consecutive years
September 18, 2026
For over two decades, Dentons Davis Brown has been named Best Law Firm in Des Moines by the Business Record's annual "Best of Des Moines" survey.
This milestone recognition reflects the trust our clients, colleagues, and community place in us. From navigating Iowa laws to managing global complexities, our team is proud to serve Des Moines and all of Iowa with exceptional client service.
Business Record readers vote annually fortheir city favorites in a variety of categories including Best CEO, Best Non-Profit, Best Bank, Best Restaurant and several others.
The complete list of 2026 winners is available in the September 18 edition of the Business Record.
For more information about Dentons offices in Iowa, visit www.dentons.com/Iowa.
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About Dentons Davis Brown PC
Dentons Davis Brown is a full-service Iowa law firm providing uniquely global and deeply local legal solutions to help clients succeed. Founded in 1929, the firm operates three offices in Iowa and is part of Dentons, the world's largest law firm with a presence in over 85 countries. Learn more at www.dentons.com/Iowa.
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Original text here: https://www.dentons.com/en/about-dentons/news-events-and-awards/news/2026/september/dentons-voted-best-law-firm-in-des-moines-for-21-consecutive-years
[Category: BizLaw/Legal]
Clark Hill: Federal Court Blocks DHS Rule Limiting F, J, and I Visa Duration
BIRMINGHAM, Michigan, Sept. 19 -- Clark Hill, a law firm, issued the following legal update:
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Federal Court Blocks DHS Rule Limiting F, J, and I Visa Duration
September 18, 2026
Author
Lindsey M. Medina
On September 14, 2026, the U.S. District Court for the District of Massachusetts issued a nationwide preliminary injunction preventing the Department of Homeland Security (DHS) from implementing its new rule that would have replaced the longstanding "duration of status" framework for F-1 students, J-1 exchange visitors, and I visa holders (foreign journalists).
Key Takeaways
* The rule
... Show Full Article
BIRMINGHAM, Michigan, Sept. 19 -- Clark Hill, a law firm, issued the following legal update:
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Federal Court Blocks DHS Rule Limiting F, J, and I Visa Duration
September 18, 2026
Author
Lindsey M. Medina
On September 14, 2026, the U.S. District Court for the District of Massachusetts issued a nationwide preliminary injunction preventing the Department of Homeland Security (DHS) from implementing its new rule that would have replaced the longstanding "duration of status" framework for F-1 students, J-1 exchange visitors, and I visa holders (foreign journalists).
Key Takeaways
* The ruleis currently on hold nationwide and did not take effect on September 15, 2026 as scheduled.
* DHS's rule would have:
- Limited F-1 and J-1 status to a maximum of four years.
- Limited I visa holders to 240 days.
- Required many individuals to file discretionary, non-appealable extension requests with USCIS to remain in the United States beyond those periods.
- Restricted certain program changes, transfers, and additional degree pursuits for F-1 students.
Practical Impact
Because the injunction applies nationwide:
* The existing duration of status (D/S) framework remains in effect for F-1, J-1, and I nonimmigrants.
* International students and exchange visitors may continue to maintain status under current rules without the new fixed-period admission requirements.
What's Next?
The injunction is temporary and will remain in place while the litigation proceeds. DHS may appeal the decision, and the court has not yet issued a final ruling on the merits of the case.
Clark Hill will continue to monitor developments and provide updates as this litigation progresses.
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This publication is intended for general informational purposes only and does not constitute legal advice or a solicitation to provide legal services. The information in this publication is not intended to create, and receipt of it does not constitute, a lawyer-client relationship. Readers should not act upon this information without seeking professional legal counsel. The views and opinions expressed herein represent those of the individual author(s) only and are not necessarily the views of Clark Hill PLC or Clark Hill Solicitors LLP. Although we attempt to ensure that postings on our website are complete, accurate, and up to date, we assume no responsibility for their completeness, accuracy, or timeliness.
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Original text here: https://www.clarkhill.com/news-events/news/massachusetts-court-blocks-dhs-student-visa-rule/
[Category: BizLaw/Legal]
