Employment Law and Regulation News
Federal and state employment law, regulation, and litigation developments relevant to employers and HR teams.
U.S. Federal · Unknown · September 10, 2026
Analysis of Federal Register Notice on Privacy Act Impeded by Inaccessible Source Document
A notice regarding the Privacy Act of 1974 was published in the Federal Register on September 3, 2026. However, the provided authoritative source document was inaccessible due to a website security block. As a result, the specific contents, purpose, and potential impact of the notice on employers or other entities cannot be determined at this time.
Read the full analysisU.S. · Undetermined · September 10, 2026
Analysis Pending: Source Document for Federal Notice on School Nondiscrimination Inaccessible
A federal notice titled 'Racial Nondiscrimination in Private Schools' with a publication date of September 4, 2026, could not be analyzed. The authoritative source material provided was an automated access-denial message from the Federal Register website, not the text of the notice itself. Consequently, the substance of the development and its potential impact on employers are unknown.
Read the full analysisFederal (U.S.) · Undetermined · September 10, 2026
Source Material for Federal Employee Disciplinary Rule Inaccessible
A notice titled 'Determining the Appropriate Penalty for Federal Employees Charged With Misconduct' was published in the Federal Register on September 3, 2026. However, the content of the notice was inaccessible due to a technical block on the source website. As a result, SafestHires cannot verify or report on the substance of this development.
Read the full analysisFederal · Policy Rescinded · September 10, 2026
FTC Retires Health App Data Breach Policy, but Underlying Rule Remains in Force
The Federal Trade Commission (FTC) has withdrawn its 2021 policy statement regarding data breach notifications for health apps and connected devices. This action was taken because a 2024 update to the Health Breach Notification Rule made the policy statement redundant. Employers offering wellness programs using such technology should understand that the underlying notification obligations remain in effect, as they are now formally part of the rule itself.
Read the full analysis
Other topics in the brief
Important: SafestHires strives to provide timely, well-sourced information based on authoritative materials available at the time of publication. This content is provided for general informational purposes and is not legal advice. Because legal requirements can change and vary by jurisdiction, employers should consult qualified counsel regarding their specific obligations.