If you’re starting or growing a business in 2026, trademarks tend to come up at one of two moments: either right before you launch… or right after something goes wrong. The better question isn’t just “Do I need a trademark?” It’s “When is the right time to protect my brand?” Do You Need a Trademark? Not every business needs one on day one. But if you are building a brand you plan to market, grow, or scale, a trademark quickly becomes less optional and more essential. Your business name, logo, and tagline are not just creative choices. They are legal... READ MORE

If you recently received a notice stating that payroll contributions were expected, you are not alone. Many California employers are still working through their obligations under the CalSavers Retirement Savings Program. What Is CalSavers? CalSavers is California’s state-sponsored retirement savings program. It requires employers with five or more employees to either offer a qualified retirement plan or register with CalSavers and facilitate employee participation. The program does not require employers to make contributions. However, employers must enroll eligible employees, process payroll deductions, and remit those contributions each payroll cycle. Why Are You Receiving Payroll Notices? California law requires employers registered... READ MORE

Since we first wrote about California’s regulation of artificial intelligence in employment decisions, the rules are now officially in effect. As of October 1, 2025, California employers must comply with regulations clarifying how the Fair Employment and Housing Act (FEHA) applies to automated decision systems used in hiring, promotions, training selection, and other employment decisions. What Is an “Automated Decision System”? The regulations broadly define automated decision systems to include tools that use algorithms, artificial intelligence, machine learning, or similar data-driven processes to assist or replace human decision-making. This may include: Candidate ranking toolsResume screening softwareVideo interview scoring platformsPredictive analytics... READ MORE

Nonprofits often rely on volunteers to advance their mission. While volunteer support is both valuable and lawful, nonprofits are not exempt from employment laws. Worker classification remains a critical legal issue. Under federal and California law, only nonprofit organizations may use true, uncompensated volunteers. For-profit businesses cannot. Even for nonprofits, however, simply calling someone a “volunteer” does not make it so. If an individual receives compensation, stipends, free services, or other benefits that resemble wages, the relationship may be reclassified as employment. Likewise, if a person performs the same duties as paid staff or works under significant control and supervision,... READ MORE

The U.S. Supreme Court recently struck down certain tariffs imposed under the International Emergency Economic Powers Act (IEEPA), ruling that the law did not authorize those global tariffs. For businesses that paid them, this could mean potential refunds. Beginning in early 2025, tariffs were imposed on imports from Canada, Mexico, and China, often referred to as the “fentanyl tariffs,” along with broader global “reciprocal” tariffs. These included a baseline global rate and additional country-specific increases. Because IEEPA had never before been used to impose tariffs, the Court ruled that the President did not have authority under that statute to do... READ MORE

Receiving a demand letter can be unsettling. Whether it involves an employment dispute, website accessibility claim, contract issue, or alleged statutory violation, how you respond early on can significantly impact the outcome. 1. Do Not Ignore It A demand letter is often a precursor to litigation. Failing to respond may escalate the matter and reduce your ability to resolve it efficiently. 2. Do Not Respond Emotionally Demand letters frequently contain strong language or inflated claims. Avoid admitting liability, promising payment, or sending a detailed written response before consulting counsel. Anything you put in writing may later be used in court.... READ MORE

Originally published January 2026. Updated for 2026 developments. Website accessibility continues to be one of the most active areas of litigation for California businesses, and 2026 is bringing renewed attention to the issue. While the April 2026 compliance deadlines tied to public entities do not directly apply to most private businesses, they are influencing how courts evaluate accessibility claims. In practice, that means expectations for private businesses are not decreasing, they’re becoming clearer. If your website hasn’t been reviewed recently, now is the time. What’s Changed in 2026? The April 2026 ADA Title II deadlines for public entities are expected... READ MORE

Effective January 1, 2026, the IRS standard mileage reimbursement rate for cars, vans, pickups or panel trucks increased as follows: 72.5 cents per mile driven for business use (up 2.5 cents from 2025);20.5 cents per mile driven for medical as well as for moving purposes for qualified active-duty members of the Armed Forces (down .5 cents from 2025); and14 cents per mile driven in service of charitable organizations (same as last year). These Rates Apply to All Vehicle Types These rates apply equally “to electric and hybrid-electric automobiles, as well as gasoline and diesel-powered vehicles." California Employers’ Mileage Reimbursement Obligations... READ MORE

In a prior post, we notified clients about the new “Workplace Know Your Rights Act”, effective January 1, 2026, which required employers to provide a new, standalone notice to all current employees, as well as all new employees upon hire, and to all employees annually thereafter. The Official Notice Template Is Now Available The notice template to be issued to employees previously unavailable, is now available on the Department of Industrial Relations (“DIR”) website and are now available in English here and available in Spanish here.  (The template will soon be available in other languages.)  Employers must provide the notice in... READ MORE

Year-end performance reviews are more than a formality. From an employment law perspective, they are one of the most important tools employers have to manage performance, set expectations, and reduce legal risk—but only when they reflect what actually happened during the year. Performance Reviews Are More Than a Year-End Task One of the most common mistakes employers make is treating performance reviews as a once-a-year event. When concerns about attendance, performance, or conduct have surfaced throughout the year but were never documented, a glowing year-end review can undermine future disciplinary action or termination decisions. Inconsistencies between what an employer knew... READ MORE