November Alerts

EEOC Regains Quorum

With the Senate’s approval of Brittany Panuccio as the third EEOC Commissioner on October 7, 2025, the agency has regained its quorum and full authority to take action. The Republican majority is expected to advance a Trump-era agenda, including rolling back DEI initiatives, revising harassment guidance affecting LGBTQ+ workers, rescinding parts of the Pregnant Workers Fairness Act, and expanding protections for religious expression in the workplace. Employers can now anticipate new rules, guidance, and litigation that may significantly reshape compliance obligations and workplace policies.

 

California: AB 288 Challenged in Court

As of January 1, 2026, AB 288 will expand the California Public Employment Relations Board (PERB) to manage employee claims against private employers that the National Labor Relations Board (NLRB) fails or refuses to address. However, the NLRB filed a lawsuit against California on October 15, 2025 challenging the bill, similar to lawsuit the NLRB has filed against New York for a similar law. Continue to look for updates as this issue develops.

 

California: New Silica Exposure Standards

As of January 1, 2026, SB 20 implements a new standard for occupational exposure to respirable crystalline silica from artificial stone. The standard restricts methods for processing artificial stone and implements safety requirements when doing so.

 

Los Angeles County, CA: New Hotel Worker Protections

As of April 1, 2026, Los Angeles County’s Hotel Worker Protection Ordinance will implement safety requirements for hotel workers in unincorporated areas of Los Angeles County, such as using personal security devices, implementing work restrictions, and adding a required notice and posting. As of October 1, 2026, mandatory training requirements will go into effect.

 

Portland, ME: Voters Pass Increase of City’s Minimum Wage

On November 4, 2025, Portland voters approved a ballot initiative that will gradually raise the city’s minimum wage to $19 per hour by 2028, with the first increase to $16.75 taking effect on January 1, 2026 (the state of Maine minimum wage is set to increase from $14.65 to $15.10 on January 1, 2026). Employers operating in Portland must prepare for a series of scheduled wage hikes over the next three years, followed by annual cost-of-living adjustments beginning in 2029. While tipped workers are not subject to a separate increase, employers remain responsible for ensuring total compensation meets the city’s minimum wage. Impacted businesses should begin assessing payroll budgets, updating compensation policies, and planning for compliance with both city and state wage laws.

 

New York: Large Increase to Maximum Weekly Unemployment Insurance Benefit

Effective October 6, 2025, New York’s Department of Labor announced an increase of the maximum weekly unemployment insurance benefit from $504 per week to $869 per week. Recipients of unemployment insurance benefits began to see the increased amount starting the week of October 13. This is the first increase in the benefit rate since 2019. The increase in benefits was the result of paying off nearly $7 billion of a federal UI Trust Fund loan as part of Governor Kathy Hochul’s FY26 Enacted Budget. This brought the state’s unemployment insurance fund to solvency. Employers will also no longer receive annual Interest Assessment Surcharge bills.

 

Cuyahoga County, OH: Hairstyles Protected from Discrimination

As of November 13, 2025, employers with four or more employees in Cuyahoga County, Ohio are prohibited from discriminating on the basis of a person’s hair texture or hairstyle, if that hair texture or hairstyle is commonly associated with a particular race or national origin (including, but not limited to, a hairstyle in which hair is tightly coiled or tightly curled, locs, cornrows, twists, braids, Bantu knots, and Afros). The ordinance is not intended to prohibit employers from enforcing health or safety standards as long as they are applied equally and are not a pretext for discrimination based on hair texture or hairstyle.

 

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Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser. © 2025 ManagEase