Compliance Stuff

A federal judge just temporarily blocked California from extending its labor board’s authority into private-sector labor disputes traditionally handled by the National Labor Relations Board (NLRB). The December 26 decision blocks key portions of a 2025 California law designed to allow state intervention when the federal labor agency is stalled or inactive. For employers operating in California, especially those facing organizing activity or unfair labor practice (ULP) exposure, the ruling provides clear notice that the NLRB continues to control private-sector labor relations within California (and by extension, other states) in the vast majority of circumstances. How will this ruling reverberate across the country into other states vying to insert themselves into the labor law scene? Read on for a summary and a practical gameplan to approach the coming months. What Happened? California lawmakers  enacted AB 288  in response to an extended power vacuum at the NLRB, including ...

At a Glance The Policy Week in Review, prepared by Littler’s Workplace Policy Institute (WPI), sets forth WPI’s updates on federal, state, and local matters. NLRB Challenges California Over New Labor Law  The National Labor Relations Board (NLRB) on Thursday filed suit against the state of California and the Public Employment Relations Board (PERB) in the U.S. District Court for the Eastern District of California over the state’s newly enacted labor law (AB 288), which grants broad authority to the state’s PERB to regulate private sector labor disputes and union elections when the parties have not received a timely determination or remedy from the NLRB. The NLRB argues the new law is preempted by the National Labor Relations Act and seeks an injunction against its enforcement “because it creates a parallel regulatory system that undermines the federal labor policy Congress designed to be national in scope.” For additional analysis of AB 288, read  here . This legal challenge...

California lawmakers were busy this year, and Gov. Gavin Newsom just signed many bills into law that will impact the workplace starting in 2026. Here is a snapshot guide of some of the top new workplace laws taking effect January 1 (except as otherwise noted), plus links to our deeper dive insights, which include practical compliance tips for employers. We’ll also cover a few key vetoes that will give you a sigh of relief. Top 11 California Workplace Laws Taking Effect in 2026 (and Beyond) 1. Large AI Transparency Law for Frontier Models ( SB 53 ) The Transparency in Frontier Artificial Intelligence Act is the nation’s first comprehensive attempt to require safety and transparency reporting for the most powerful artificial intelligence systems. This move comes one year after Gov. Newsom vetoed a broader AI safety bill that drew criticism for imposing heavy-handed mandates. While the new law represents a strategic shift, it includes core requirements for frontier developers, as well as ...

California’s labor landscape is changing with the passage of  Assembly Bill (AB) 288 , which expands both worker rights and the authority of the state’s Public Employment Relations Board (PERB). Employers should be aware of these changes, as they may impact workplace policies, union interactions, and the handling of labor disputes . PERB is a state agency that has traditionally overseen labor relations for public sector employees in California. The agency is viewed as very pro-employee, and more so than the National Labor Relations Board (NLRB), which is its federal counterpart.   PERB administers and enforces laws related to collective bargaining and unfair labor practices for public employees, such as teachers and state workers. With AB 288, PERB’s authority is now extended to certain private-sector workers under specific circumstances. Expanded Worker Rights AB 288 reaffirms and broadens California workers’ rights to organize, join, and support labor organizations, and to ...