Littler

September 8, 2026 SHRM As AI creates new legal risks for HR, from employees using unauthorized tools to hiring systems that screen out candidates en masse, Niloy Ray unpacks the everyday AI decisions that can create discrimination, compliance and risks and explains what HR leaders should do before deploying new tools. SHRM

Acas has published a consultation on a revised draft Code of Practice on disciplinary and grievance procedures with a view to “fixing the friction” and promoting better early resolution of concerns in the workplace. The current proposed draft is a much expanded and materially reworked version of the existing Code and is described as playing a “critical role in a wider reset to build good workplace relations.” The consultation is open for feedback until 23 September 2026.

San Juan, Puerto Rico (9 de septiembre de 2026) – Littler, la firma de abogados de derecho laboral y empleo más grande del mundo dedicada a la representación de patronos, está fortaleciendo su presencia líder en el mercado Puerto Rico con la incorporación de ocho abogados.

SAN JUAN, P.R. (September 9, 2026) – Littler, the world’s largest employment and labor law practice representing management, is strengthening its market-leading presence in Puerto Rico with the addition of eight attorneys. The group, which joins from Jackson Lewis, combines with Littler’s existing team in San Juan to significantly expand the office and further enhance the firm’s ability to serve employers across Puerto Rico and beyond.

We understand the EEOC has experienced increased pressure to bring “DEI-related discrimination” cases. As an employer, what’s the practical impact of this shift? The EEOC’s enforcement priority turns the old guidance on its head – these are the cases that were formerly known as “reverse discrimination” cases. In 2025, the Supreme Court did away with the evidentiary proof some circuits used to require for Title VII reverse discrimination cases.

September 2, 2026 Lexology PRO Jim Paretti says federal sexual harassment enforcement has changed under the current administration, and a patchwork of state and local training, policy and prevention requirements is forcing multistate employers to rethink their compliance programs. Lexology PRO

An alarming number of workers are choosing to report anonymously likely out of fear of retaliation within their organization. Against a backdrop of job insecurity, general instability and fear of retaliation, increased anonymous reporting will continue, Gregory Keating of Littler predicts. That is unless corporate leaders and compliance professionals make meaningful strides in their programs. A trend has emerged that should cause tremors throughout the compliance community.

On Governor Newsom’s desk is a bill (AB 1697) that would amend California’s “anti-TRAP” law (AB 692), which restricts employers’ ability to enforce training and retention repayment provisions and other stay-or-pay provisions in employment agreements. The governor is expected to sign these amendments into law. The following summarizes the major changes these amendments would make.

WASHINGTON (September 8, 2026) – Littler’s Workplace Policy Institute® (WPI®) – the government relations and public policy arm of Littler, the world’s largest employment and labor law practice representing management – has released its 2026 Labor Day Report. Now in its ninth edition, the report provides an update on the top workplace trends impacting employers in 2026.

By Oli Moreton September 8, 2026 1 minute read The UK Financial Conduct Authority (FCA) has published a consultation on proposed reforms to the remuneration rules for certain FCA solo-regulated firms. The consultation (CP26/27) opened on 14 July 2026 and closes on 16 September 2026.