Expert Analysis

• EEOC Bias Guidance Rollback Doesn't Negate Employer Risks

  

  Despite the U.S. Department of Justice recently challenging Title VII's disparate impact provisions and the U.S. Equal Employment Opportunity Commission rescinding affirmative action guidance, employers should resist the temptation to restructure employment practices, say attorneys at Husch Blackwell.

• Post-Ismael Bias Cases Reinforce Familiar Employer Lessons

  

  Despite the Eleventh Circuit's 2025 decision in Ismael v. Roundtree sparking concern that summary judgment could become more difficult for employers in discrimination and retaliation cases, courts continue to examine whether the employer's explanation, decision-making process and contemporaneous record tell a consistent story, say attorneys at Krevolin Horst.

• Workplace Menopause Laws Demand New HR Playbooks

  

  A recent wave of state and local legislation that makes menopause an expressly protected condition in the workplace creates new compliance obligations amid an already ambiguous federal framework, and demands a workplace culture where employees feel safe asking for support, says Elliot Griffin at Ballard Spahr.

• When Leaked Settlement Talks Complicate High-Profile Cases

  

  A recent sexual harassment case involving JPMorgan Chase highlights how leaked settlement offers can affect public perception of litigation, reminding parties that a confidentiality label does not automatically create an enforceable obligation because evidentiary exclusion is limited and purpose-specific, say attorneys at Lowenstein Sandler.

• Rare DOJ Military Bias Suit Shows Peril Of Co. Admissions

  

  Although the government rarely litigates Uniformed Services Employment and Reemployment Rights Act claims against private employers, Opara v. UV Memory Care demonstrates that it will do so when an employer's own admissions build the case, potentially resulting in significant compliance obligations and long-term consequences, says Bradford Kelley at Littler.

• Flashpoints In Focus: Employer Risk After Trans Sports Ruling

  

  Following the U.S. Supreme Court's recent decision in West Virginia v. B.P.J. that allowed states to limit trans women's participation in sports, schools must carefully navigate investigations and religious accommodations, as even lawful athletics policies can lead to employment claims, say attorneys at Seyfarth.

• EEOC Enforcement Plan Signals DEI, Religious Bias Scrutiny

  

  In light of the U.S. Equal Employment Opportunity Commission recently publishing its national enforcement plan covering through fiscal year 2029, employers should expect increased scrutiny of practices that conflict with the administration's positions on diversity, equity and inclusion, national origin discrimination, and religious accommodations, say attorneys at Morgan Lewis.

• Remote Work Rulings Show ADA Fights Hinge On Process

  

  Two opposite outcomes in recent Fifth Circuit and D.C. federal court cases underscore that the legality of denying employees' disability accommodation requests for remote work depends less on broad policy and more on how it's applied, says Paul Sweeney at Ice Miller.

• How Justices' TPS Ruling Affects Workforce Planning

  

  The U.S. Supreme Court’s recent holding in Mullin v. Doe that courts lack jurisdiction to review temporary protected status determinations greenlights the end of TPS for thousands of Syrian and Haitian nationals, and means employers must reevaluate TPS-designees' employability while avoiding discriminatory document practices, says attorney Richard Herman.

• What To Know Before Justices Rule In Title IX Employee Case

  

  The U.S. Supreme Court is poised to decide whether Title IX protections extend to employees alleging sex discrimination in Crowther v. Board of Regents of the University System of Georgia, which could have significant implications for higher education institutions and their employees, say attorneys at Ropes & Gray.

• Pregnancy Bias Suits Highlight EEOC's Expanding Reach

  

  Recent U.S. Equal Employment Opportunity Commission suits show that enactment of the Pregnant Workers Fairness Act has drawn scrutiny to a wider range of employment decisions and an increasing focus on individual decisions as indicators of whether an employer's policies comply with evolving federal requirements, say attorneys at Krevolin Horst.

• Lessons From EEOC Suit Over Coca-Cola Women-Only Event

  

  The U.S. Equal Employment Opportunity Commission's recent lawsuit alleging that Coca-Cola Northeast violated federal law by having a professional development retreat for female employees demonstrates that the EEOC is scrutinizing DEI-related practices with unprecedented intensity, so even the most well-intentioned programs may be challenged, say attorneys at Venable.

• NY Defamation Carveout Hinges On Causation, Not Labels

  

  A New York federal court's decisions in two cases involving tortious interference claims, and the recent Second Circuit ruling in Satanic Temple v. Newsweek Digital, highlight that the dispositive question for alleged defamation is whether injury flows through reputation or through direct interference with a relationship, says attorney Andrea Natale.