Workforce Bulletin

As featured in #WorkforceWednesday®: This week, we discuss the most significant employment law developments of 2025, from non-competes to artificial intelligence (AI) governance.

2025 reshaped the employment law landscape, bringing sweeping changes at both the federal and state levels. In this year-end special episode, Epstein Becker Green attorneys break down the most impactful developments for employers.

New York is once again updating its New York Paid Family Leave (PFL) program – the state managed insurance program that provides partial wage replacement for eligible employees who take time off to:

• bond with a child,
• care for a family member with a serious health condition, or
• deal with the deployment or active duty of a family member in military service.

On November 19, 2025, the U.S. Equal Employment Opportunity Commission (EEOC) issued a press release announcing a new one-page technical assistance “Fact Sheet” regarding national origin discrimination. The EEOC also updated its national origin discrimination guidance page, which provides information about “what national origin discrimination can look like in the workplace” and how employees may obtain EEOC assistance if they feel they have been the victim of discrimination. The new guidance makes good on EEOC Chair Andrea Lucas’  February announcement vowing to protect American workers from “Anti-American bias.” As part of that announcement, Lucas asserted that “[m]any employers have policies and practices preferring illegal aliens, migrant workers, and visa holders or other legal immigrants over American workers—in direct violation of federal employment law prohibiting national origin discrimination.”

As featured in #WorkforceWednesday: This week, on our Spilling Secrets podcast series, we discuss the pivotal shifts in non-compete regulation in 2025, from the new administration’s impact on federal enforcement to significant state-specific legislative updates.

The landscape of restrictive covenants transformed in 2025, driven by a new administration’s approach to federal oversight and decisive legislative action at the state level. Employers now face a complex environment where broad federal bans have stalled, but state-specific regulations—and opportunities—are rapidly evolving.

Epstein Becker Green attorneys Daniel R. Levy, Carolyn O. Boucek, and David J. Clark break down these critical developments in this episode of Spilling Secrets.

On October 8, 2025, the Mayor of Philadelphia signed into law amendments (“Amendments”) to the city’s Fair Criminal Record Screening Standards Ordinance, commonly known as Philadelphia’s Fair Chance law. The Amendments will take effect on January 6, 2026.

On November 20, 2025, the U.S. Equal Employment Opportunity Commission (EEOC) announced that it was asking a federal court to compel a private employer to disclose details about its diversity, equity, and inclusion (DEI) policies, pursuant to an administrative subpoena the agency had issued. This is the first known instance of EEOC issuing a subpoena in an investigation of a charge alleging illegal DEI activities.

On December 4, 2025, the New York City Council voted—by more than a two-thirds majority—to override Mayor Eric Adams’ veto of two bills requiring certain businesses to annually report pay data and directing New York City to conduct pay equity studies using that information.

The City Council originally passed the bills on October 9, 2025, as we explained here. Citing concerns about the bills’ clarity and fearing inaccurate reporting from businesses, Mayor Adams vetoed the bills on November 7.

The Council’s action sets in motion the creation of the pay reporting scheme, but ...

Meet Jill Bigler, a dynamic employment attorney who blends litigation experience with practical insights to guide clients through complex workplace challenges.

In this one-on-one interview, Jill joins fellow Epstein Becker Green attorney George Whipple to discuss how her litigation background shapes her approach to drafting agreements and counseling clients. Drawing on her courtroom experience, Jill shares how she helps businesses anticipate outcomes, navigate such gray areas as Americans with Disabilities Act accommodations, and make informed decisions that balance legal risks with business objectives.

Jill also opens up about the emotional side of employment law, offering strategies for managing tensions between employers and employees. From leveraging mediation to resolve disputes, to helping clients separate emotions from business decisions, Jill’s approach emphasizes empathy, collaboration, and a clear-eyed strategy.

With a career rooted in practical problem-solving and a commitment to client success, Jill’s insights offer valuable guidance for navigating the ever-evolving landscape of employment law.

As cybersecurity breaches grow more complex and frequent, regulators are increasingly focused on organizational compliance. Organizations such as Crowdstrike report that in 2025,  cyberattacks are increasing in speed, volume, and sophistication—and cybercrime has evolved as a “highly efficient business.” The escalating threat landscape demands robust security frameworks that can withstand evolving risks.

Enter the amendments announced in November 2023 to the New York’s Department of Financial Services (NYDFS) Cybersecurity Regulation, 23 NYCRR Part 500 (“Amended Regulation”), that became effective on November 1, 2025. This post explores the breadth of these Amended Regulations, and the steps that covered entities need to take now.

As featured in #WorkforceWednesday®: This week, we’re covering new Internal Revenue Service (IRS) guidance on reporting tips and overtime, a widened circuit split on National Labor Relations Board (NLRB) authority, and a delayed Senate Health, Education, Labor, and Pensions (HELP) committee vote on an NLRB nominee.