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Spire Law is a Y Combinator–backed law firm and legal tech startup serving businesses in Florida, New York, Georgia, California, and Massachusetts. Since 2019, we’ve been combining data, AI, and sharp legal insight to deliver faster, smarter solutions in employment defense and corporate law.

In United States ex rel. Vanderlan v. Jackson HMA, L.L.C. (Apr. 18, 2025), the court affirmed the district court’s decision to grant the government’s motion to dismiss, citing the statutory authority provided by 31 U.S.C. § 3730(c)(2)(A) and Rule 41(a)(1) of the Federal Rules of Civil Procedure.

The TRO issued by Judge Kennelly is a significant check on the federal government’s recent attempts to impose sweeping restrictions on DEI initiatives through the contracting process. While the immediate relief applies to the DOL, and the broader legal challenges to Executive Orders 14151 and 14173 continue, federal contractors and grantees must remain vigilant.

With expanded legal protections and the risk of costly penalties, Virginia employers must revisit how they use restrictive covenants, particularly with non-exempt workers. This amendment reflects a continued shift in legislative and regulatory focus toward employee mobility and fairness in the post-employment landscape.

The Second Circuit’s decision in Tudor v. Whitehall Central School District reinforces that the ADA protects not just productivity, but dignity, inclusion, and well-being. Employers must move beyond a narrow view of accommodations and adopt a more holistic, employee-centered approach to disability inclusion.

Whether or not Proposition A is modified later this year, its sick leave provisions are set to become law in just a few weeks. Failure to comply could result in penalties, lost employee trust, and increased legal risk. Stay ahead of the curve by taking steps now to align your policies, practices, and communications with the law as written.

The EEOC’s first subpoena enforcement under the PWFA sets an important precedent. Employers must take pregnancy-related accommodation requests seriously and engage in the interactive process in good faith. This case also highlights the importance of transparency during federal investigations and the legal consequences of noncomp

Done right, feedback fuels growth, enhances performance, and builds a culture of trust. Done wrong—or not at all—it can lead to disengagement and turnover. The numbers speak for themselves: 80% of employees who receive meaningful feedback weekly report being fully engaged, according to Gartner.

The introduction of New York Senate Bill S4641 and New Jersey Senate Bill S1688 signals a continued legislative push to rein in restrictive employment agreements and protect employee rights. While these bills have yet to be enacted, their progress should be closely tracked by employers seeking to stay compliant and avoid litigation.

These proposed amendments reflect a broader legislative trend toward increasing protections for employees and limiting employers' use of certain contractual provisions. Whether these bills pass in their current form or are amended along the way, New York employers should be proactive in preparing for potential changes.

While the rescission of these memoranda doesn’t change the law overnight, it represents a dramatic shift in federal labor policy enforcement. Employers should consider this memo a clear signal of the Trump administration’s intent to recalibrate the NLRB's focus, potentially reducing enforcement pressure on businesses—at least for now.

This latest guidance from the EEOC and DOJ is not a rejection of DEI goals—it’s a reminder that equality under the law must guide how those goals are pursued. Employers can still promote inclusion, equity, and belonging, but they must do so in ways that comply with Title VII and avoid discriminatory practices, regardless of intent.

This article is from The National Law Review: https://lnkd.in/e_qep9g4 In a significant shift for unionized workplaces, the National...

California’s expanded sick leave guidance is a reminder that paid time off is about more than just addressing physical illness—it’s a vital tool for supporting worker safety, recovery, and stability during times of crisis. Employers should take these updates seriously and act quickly to ensure their policies align with state law.

AI is increasingly being used in recruitment—from scanning resumes to ranking candidates. According to recent SHRM data, nearly 1 in 4 organizations now use AI tools in their HR departments

The super-catch-up provision is designed to help late-career workers maximize their retirement savings—particularly those who may have fallen behind earlier in their careers. However, the law creates a new layer of complexity for employers and plan administrators.

While many state laws now include protections for workers who legally use cannabis, a recent federal court decision underscores a critical—and often overlooked—limitation: not all protections come with a legal remedy.

The Eighth Circuit’s ruling in Parker reinforces longstanding legal principles: evidence matters, and Title VII protections do not extend to generalized workplace dissatisfaction. Employers that act consistently, document performance issues, and follow through on internal policies are well-positioned to defend against similar claims.

As we welcomed 2025, employers across the country also welcomed a wave of state and local minimum wage increases. For businesses with hourly or tipped employees, staying compliant with these updated wage laws is critical.

In a noteworthy win for employers, a National Labor Relations Board (NLRB) judge recently upheld a non-compete agreement, signaling that such provisions remain enforceable under current law—at least for now.