New England Biz Law Update

A federal court in Massachusetts has allowed age discrimination claims against a pharmaceutical company to proceed to trial, finding that a jury could conclude that the company’s interview-based rehiring process was designed in a way that disadvantaged older employees.

A federal court in Alabama has denied a motion to dismiss a discrimination lawsuit brought by a transgender employee, finding that the plaintiff plausibly alleged that she was terminated because of her gender identity.

A newly proposed federal rule could significantly expand financial incentives and protections for employees who report money laundering, sanctions violations, and other financial crimes, with potential payouts reaching into the millions.

A federal judge has granted summary judgment to a hospital employer, finding that a transgender nurse failed to show that her termination was based on gender identity rather than documented performance concerns.

Two recent federal court decisions are raising a new question for employers: Could your employees’ AI chat histories show up as evidence in a lawsuit?

The U.S. Equal Employment Opportunity Commission (EEOC) has reached a $15 million conciliation agreement with a global technology company to resolve allegations of religious and disability discrimination tied to its COVID-19 vaccine policy.

The U.S. Department of Labor has taken a step toward revising its joint employer standard, sending a proposed rule to the White House Office of Management and Budget for review.

In February 2026, the Equal Employment Opportunity Commission (EEOC) issued new guidance on telework accommodations.

The 6th U.S. Circuit Court of Appeals has affirmed the dismissal of a Fair Labor Standards Act claim brought by a hospital security guard who alleged that he should have been compensated for meal breaks during which he was required to monitor his radio and remain available to respond to incidents.

Cosmetics retailer Lush has agreed to settle a gender identity discrimination lawsuit that continued after the U.S. Equal Employment Opportunity Commission withdrew its claims, highlighting how private litigation may proceed even as federal enforcement priorities shift.