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Considering Rules from Other Entities Employers should consider not only the new DOL rule, but rules and tests from other federal agencies — like the IRS — as well as those of the state in which a contractor is working, said Christine Walters, an employment law and HR attorney and sole proprietor at the FiveL Company.

The highest court in the land tends to follow a presumption of severability, said Lowe, which allows it to strike down one portion of a law as unconstitutional, but allows the remainder of the law to stay in place.

Access a Workspan Daily article on this subject: How Employers Can Better Train Managers to Talk About Pay; Challenges Employers Face Despite a lack of strategy, 63% of U.S. organizations in Mercer’s report stated they plan to share pay information both internally and externally over the next two years, but 37% of U.S. employers (and 34% of global respondents) reported a lack of manager capability with understanding and explaining compensation programs and practices to employees as their biggest hindrance.

The Littler European Employer survey found that only 38% of European employers were encouraging vaccination, compared to 91% of U.S. employers.

COVID-19 Employer Response: India This survey reveals how companies in India are adapting their policies during a recent surge of COVID-19 cases.

Employers Forecast 3.5% Pay Increases for 2026 , Workspan Daily article;WTW Poll Reflects 2026 Salary Budget Stability; 3.4% Increases Planned , Workspan Daily article;Why a Fresh Compensation Philosophy Is Needed ...

Speaking on the DOL rule change, Jon Karelitz, a partner at the Seyfarth law firm, explained the fiduciary clarification primarily affects retirement plan recordkeepers, trustees and IRA providers.

According to Anne Sanchez LaWer, a shareholder at employment law firm Littler, the ruling means employers who sponsor self-insured plans and insurance companies can now add deductibles and co-pays for services deemed preventive by the USPSTF after 2010.

A ghost job — or ghost listing, ghost posting or phantom job — refers to an employment posting that does not result in a hire, or is tied to a nonexistent or already-filled position.

With stress-related barriers reduced or removed entirely, employers increase the likelihood that they can retain talent, strengthen the employment brand and show the workforces they care about their well-being.