Compliance Stuff

The 2026 FIFA World Cup kicks off June 11 and runs through July 19, making it the largest, longest, and most historic tournament in the competition’s history. For the first time ever, the event will feature 48 nations hosted across the US, Mexico, and Canada, and is bound to spark passion for billions around the world. For employers, that passion could translate into a workday disruption unlike anything a domestic sporting event has ever produced. Employers will be faced with five weeks of absenteeism challenges, harassment risks, wage and hour pressure, and discrimination exposure. This Insight will break down the five biggest mistakes employers could make during this World Cup, and what to do about each one. Additional Resources The FP5 Podcast: Getting Your Business Ready for the 2026 World Cup Comprehensive Checklist to Help Businesses Prepare for Soccer’s 2026 World Cup Mistake #1: Treating This Like Any Other Sporting Event The World Cup will feature f ive weeks of games running ...

With Mother’s Day and Father’s Day approaching, employers may want to consider the benefits and protections afforded to employees who become pregnant or welcome a child to the family, as well as the employer’s legal responsibilities. Quick Hits Federal and state laws prohibit employment discrimination, harassment, and retaliation based on pregnancy. Employers may be required to provide leave and reasonable accommodations for employees experiencing pregnancy or childbirth, undergoing fertility treatments, or breastfeeding. Applying benefits and accommodations consistently can help employers reduce legal risk.   Legal Protections Several federal laws provide benefits and protect pregnant workers from discrimination, harassment, and retaliation in the workplace. In 1978, the Pregnancy Discrimination Act amended Title VII of the Civil Rights Act of 1964 to prohibit employment discrimination based on pregnancy. Many states have similar laws providing benefits and legal protections for p...

When events like what’s unfolding in Minneapolis dominate the news cycle, they don’t stay outside the workplace. Employees bring their reactions, fears, anger, grief, and opinions with them — into meetings, breakrooms, Slack channels, and client calls. For California employers, these moments are especially challenging. Leaders want to acknowledge what employees are experiencing without taking political sides, maintain productivity without appearing indifferent, and avoid legal missteps in an already emotionally charged environment. The reality is this: employers cannot — and should not try to — pretend these conversations aren’t happening. But they also are not required to allow workplace discussions to spiral into conflict or harm. Why These Conversations Create Risk High-profile incidents involving race, policing, violence, or social unrest often intersect directly with workplace protections . For some employees, these events feel deeply personal. For others, they prompt strong opini...