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Massachusetts’ Wage Transparency Act requires employers with 25+ employees to disclose salary or hourly payranges in all internal and external job postings and to provide this information to applicants and current employeesupon request, starting October 29, 2025….
California’s new employment regulations, effective Oct. 1, 2025, govern the use of artificial intelligence and automated-decision systems (ADS) in hiring and employment practices. The rules prohibit discrimination through AI tools and hold employers—and their…
PeopleFacts will pay $2.4 million to settle a class action alleging it failed to provide timely notice to consumers when reporting potentially negative employment data. The settlement covers 21,047 U.S. individuals affected between November 2021 and June 2025, with…
California job applicants settled claims against U.S. Healthworks over a pre-employment health questionnaire with 150 non-job-related medical questions. The settlement provides $1 per class member for 172,070 applicants, totaling $172,070, which will go to Legal Aid…
Generative AI enables fraudsters to craft fake resumes, identities, and video personas—especially targeting remoteroles. Within just 70 minutes, a convincing deepfake applicant can be created. Employers face risks ranging fromcompliance violations (e.g., child-labor…
Massachusetts employers must include a specific notice on all job applications stating that requiring or administering alie detector test as a condition of employment is unlawful. This requirement stems from Massachusetts General LawsChapter 149, Section 19B, and…
Florida Gov. Ron DeSantis signed HB 531, mandating the Agency for Health Care Administration create a publiclyaccessible webpage by January 1, 2026, that details Level 2 background-screening requirements for roles involvingvulnerable populations like children, the…
Spokane, Washington, has enacted the nation’s first “Ban the Address” ordinance, aiming to reduce employmentbarriers for individuals experiencing homelessness. Passed unanimously by the City Council, the law prohibitsemployers from inquiring about an…
Although criminal histories can be among the most important for identifying potentially problematic employees, recent EEOC Guidelines elaborate on the use of criminal histories in hiring practices, and should not be ignored. These guidelines have made it incumbent…
Many businesses mistakenly believe that the FBI database is the “gold standard” for identifying those with criminal records. But, the FBI database only includes criminal records that have a fingerprint associated with them, and many from the state or county level do…