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The U.S. Department of Labor hosts its 2026 Workers Memorial program on April 23, honoring workers killed on the job. Despite progress since 1970, over 5,000 Americans still die from workplace injuries each year.
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The DOL's EBSA issued FAB 2026-01, shifting its enforcement focus to egregious misconduct, fairness to fiduciaries, senior leadership oversight, and timely investigations, signaling a more targeted, rule-of-law approach.
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Federal investigators found Hillcrest Medical Center in Tulsa restricted nursing employees' break time for expressing breast milk, in violation of the PUMP Act. The hospital has since updated its policies.
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The Labor Department is offering $85 million in formula grants to all 50 states and territories to expand registered apprenticeships, a program the Trump administration has made central to its workforce strategy.
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OSHA and Mascaro Construction have signed a safety partnership to protect workers during the 92,000 sq ft expansion of Pittsburgh's Heinz History Center, expected to wrap up by May 2028.
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OSHA updated its National Emphasis Program on workplace heat hazards on April 10, 2026, refocusing inspections on 55 high-risk industries using four years of enforcement data. The revised program is effective immediately and runs for five years.
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An NLRB administrative law judge dismissed a complaint against the University of Dayton, finding its severance nondisclosure clause did not unlawfully restrict employees' labor rights under the landmark McLaren Macomb standard.
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The NLRB dismissed unfair labor practice charges against a Los Angeles nonprofit after finding a union employee's critical email about a community mural project was not protected activity under the NLRA.
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The U.S. Department of Labor recovered $77,523 in back wages for 12 kitchen workers at Buffet Palace in Austin, TX, after the restaurant paid straight salaries without the overtime premiums required under federal law.
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The NLRB ordered Google to bargain with the Alphabet Workers Union after ruling it unlawfully refused to recognize the union as a joint employer with staffing contractor Accenture Flex.
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The NLRB ruled that a postal union violated its duty of fair representation by fabricating grievance records for a fired worker, and that the union's own deception paused the filing clock.
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The NLRB's April 2026 denial of Browning-Ferris's reconsideration motion closes the book on a 13-year legal odyssey, but the joint employer question it ignited remains as unsettled as ever.