LaborSpeak

New York City recently enacted changes to the Earned Safe and Sick Time Act that will impact how all private employers provide leave to employees. These amendments expand employee rights and will go into effect February 22, 2026.

On October 1, 2025, California amended its existing mini-WARN Act, imposing on employers, who are conducting a mass layoff, termination, or relocation of its workforce, an additional obligation to include specific information in their WARN notices.    

For employers, the increasing number of pay transparency laws create a patchwork of additional requirements with which they must comply, and employers in Vermont, Massachusetts, Cleveland, and Delaware should be aware of recent and upcoming changes in this area.

In this installment we explore how the FTC voted to drop appeals defending its nationwide ban, but also launched an enforcement action against non-compete agreements, and sent letters to several large healthcare employers and staffing firms urging them to review their non-compete agreements.

Recently, Ohio enacted its own “mini” WARN Act, which largely mirrors the federal WARN Act, but, as of September 29, imposes some additional requirements on employers. Similar to the federal WARN Act, Ohio’s “mini” WARN Act requires that employers provide at least 60 days’ advance written notice to employees affected by a plant closing or a mass layoff. 

We have seen some new developments concerning non-competes this summer. Most recently, Florida enacted a new employer-friendly law, Colorado expanded its existing laws restricting non-competes, and New York’s proposed ban on non-competes was approved by the State Senate and now moves to the State Assembly for consideration. Watch here to learn what employers should be aware of with these new developments.

On June 5, 2025, the Supreme Court unanimously decided a case that could make it easier for employees to file so-called “reverse discrimination” claims.

Recently, economic uncertainty has resulted in more questions from employers considering organizational restructuring, including layoffs, furloughs, or hours reductions. Understanding and complying with federal, state and sometimes even local WARN Act obligations is crucial for employers looking to weather these turbulent times.

Last August, a federal district court set aside the Federal Trade Commission’s rule banning non-competes.  The FTC recently halted its appeals of that ruling and a similar decision, likely signaling the abandonment of a federal ban.  However, in the absence of a federal non-compete ban, there has been a growing trend among states to limit or prohibit the use of non-competes.  Here’s a quick update on those efforts.