Publications

Hotel employers operating in unincorporated areas of Los Angeles County should ensure they are complying with the County’s Hotel Worker Protection Ordinance (“HWPO”), which took effect on April 1, 2026, and has compliance deadlines approaching on October 1, 2026. The ordinance establishes new workplace safety protections, housekeeping workload restrictions, record keeping obligations, and other requirements for covered hotels.

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On September 1, 2026, California concluded its 2026 legislative session, sending several employment-related bills to Governor Gavin Newsom for consideration, some of which have already been signed. Governor Newsom has until September 30 to sign or veto the remaining measures.

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NLRB General Counsel Crystal Carey has issued GC Memo 26‑04, providing employers with the clearest statement to date of the Board precedents she is actively challenging and those she intends to challenge when the right case arises. While the memo does not change current law, it provides employers with a clear preview of the doctrines likely to be tested in upcoming litigation.

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On August 7, 2026, Illinois enacted the Illinois Menopause Equity and Care Act, which amends the Illinois Human Rights Act (IHRA) to provide workplace accommodations and prohibit discrimination based on menopause-related conditions starting January 1, 2027.

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Hotels are entering a new phase of union activity—one defined not only by traditional bargaining cycles, but by property access fights, coordinated grievances, and escalating picketing designed to force concessions before negotiations even begin. Q4 is historically a particularly vulnerable period for operators: peak group business, holiday travel, and compressed staffing. Unions know this, and they are positioning their efforts around these operational pressure points.

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Stokes Wagner is strengthening its national Labor Relations practice, building on decades of experience representing hospitality employers in complex labor matters. As part of this effort, the firm is expanding the team dedicated to labor relations, broadening its capabilities in labor-focused due diligence and workforce strategy, and increasing its capacity to support clients with complex collective bargaining and multi-property labor matters.

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Congress enacted the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (“EFAA”) in March 2022, limiting the enforceability of pre-dispute arbitration agreements in certain sexual assault and sexual harassment cases. Under the EFAA, an employee who alleges conduct constituting sexual assault or sexual harassment may choose to pursue the case in court rather than arbitration, even if the employee previously signed an arbitration agreement.

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The AWI-CH designation recognizes specialized training in conducting fair, thorough, and impartial workplace investigations. Eugene’s achievement further strengthens the experience and resources we bring to employers navigating sensitive and complex workplace issues.

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California employers recently received reassurance from the Court of Appeal that minor drafting inconsistencies will not necessarily invalidate an employment arbitration agreement when the parties’ intent is clear. A new California law, however, will narrow the circumstances in which certain disputes may be compelled to arbitration beginning January 1, 2027.

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The National Labor Relations Board (“NLRB”) is likely to reconsider several Biden-era labor decisions following the U.S. Senate’s confirmation of James Macy and David Prouty on August 7, 2026.

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