HR and future of work · Industry brief

New York City adopted new pay data reporting requirements after a veto override, mandating employers with 200+ staff to report pay data annually with phased implementation and penalties for non-compliance. Massachusetts employers with 100+ employees must submit pay data reports by February 2, 2026, under state transparency laws. California Governor Gavin Newsom's State of the State address highlighted ethical AI, sector-leading wages, and 90% paid family leave as new compliance expectations for HR leaders. A federal court blocked California's attempt to extend state authority over private-sector labor disputes, reaffirming the NLRB's control. Illinois expanded the Right to Privacy in the Workplace Act by adding strict rules on handling employee ID discrepancies, increasing employer liability. States including California and New York have implemented higher salary thresholds for wage and hour exemptions with stricter duties tests. Key California Supreme Court cases in 2026 could reshape workplace policies on arbitration agreements, defamation claims, and PAGA actions. [Source: shrm]

Join this free webinar to learn how EHS professionals can stay informed on regulatory changes, determine applicable requirements, build compliant programs, and access expert guidance. [Source: blr]

On July 1, 2026, the U.S. Equal Employment Opportunity Commission released a draft strategic plan for fiscal years 2026–2030 with a public comment period closing July 19, 2026. The draft marks a significant shift from the current plan, particularly in its approach to systemic enforcement, which now ties to achieving "targeted equitable relief and at least $1 million in monetary relief" in 80 percent of systemic investigations where cause is found, rather than staffing and training commitments. This signals employers may face fewer but more selective systemic cases with larger recoveries pursued. The EEOC removed diversity, equity, inclusion, and accessibility commitments from its organizational excellence goal, consistent with its recent National Enforcement Plan shift away from diversity-related initiatives. The draft adds language acknowledging generative AI's impact on hiring and screening but does not establish corresponding performance measures or enforcement priorities tied to AI-assisted employment decisions, leaving employers to navigate AI compliance through state and local requirements. The plan also narrows outreach commitments to vulnerable populations and sets new targets for reducing intake processing times by 10 percent. Employers are advised to submit comments by July 19, review workplace policies for clear and consistently applied selection criteria, continue monitoring AI developments at the state and local level, and audit practices under attorney-client privilege. Source: Ogletree Deakins employment law advisory; EEOC draft strategic plan (government source). [Source: ogletree]