Insights

Washington – August 20, 2026: The Best Lawyers in America® has recognized 57 of the firm's attorneys in its 2027 edition, a testament to the firm's deep bench of legal talent across practices and offices nationwide. In addition, 29 attorneys have been named to the Best Lawyers: Ones to Watch® list, recognizing outstanding attorneys earlier in their careers. 

Washington – June 4, 2026: Crowell & Moring earned 92 individual rankings for 81 attorneys, as well as 48 national and statewide practice area rankings, in the Chambers USA 2026 guide. The Chambers guide ranks the country’s top law firms and lawyers through in-depth research, client interviews, and feedback from attorneys at peer firms. 

Washington – August 20, 2025: The 2026 edition of The Best Lawyers in America® has recognized 44 Crowell & Moring lawyers as "Best Lawyers." 

On August 21, 2026, the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) published three coordinated final rules that eliminate – from a regulatory perspective – federal contractor affirmative action requirements for women and minorities and narrow contractor affirmative action requirements regarding individuals with disabilities. The final rules: (1) formally rescind the implementing regulations for Executive Order (EO) 11246 effective October 26, 2026; (2) narrow Section 503 affirmative action requirements regarding individuals with disabilities, generally effective September 21, 2026; and (3) update VEVRAA coverage thresholds and enforcement procedures effective September 21, 2026.

On June 18, 2026, the Illinois Department of Labor took a long-anticipated step by adopting comprehensive amendments to 56 Ill. Adm. Code Part 320, the administrative rules implementing the pay transparency requirements of the Illinois Equal Pay Act of 2003 (820 ILCS 112, the Act).

On June 9, 2026, the U.S. Department of Justice (DOJ) issued a formal opinion concluding that the Equal Opportunity Employment Commission’s (EEOC) existing interpretations of Title VII of the Civil Rights Act of 1964 (Title VII) disparate-impact liability, including the Uniform Guidelines on Employee Selection Procedures (UGESP), are unconstitutional. According to the opinion, EEOC’s prior interpretations contemplate liability based on disproportionately adverse effects alone, without regard to an employer’s likely intent, rather than treating disparate impact as an evidentiary mechanism to “smoke out” intentional discrimination. DOJ found that this approach functions as a “qualified racial-proportionality mandate” that places “a racial thumb on the scales, often requiring employers to evaluate the racial outcomes of their policies, and to make decisions based on (because of) those racial outcomes.” The opinion fulfills one mandate of Executive Order 14281, which rejected disparate-impact liability insofar as it “creates a near insurmountable presumption that unlawful discrimination exists wherever there are any differences in outcomes among different [demographic groups].”

This retailer-only roundtable discussion provides a safe space to take a deeper dive into the issues discussed in the morning’s plenary session on union organizing. We will provide attendees an opportunity to share experiences and exchange best practices on responses to the current wave of union organizing and more aggressive union demands, including an increased willingness to engage in economic strikes. Are you contemplating a different strategy regarding union organizing and, if so, what are the core principles? How are we, as employers in a time of dramatic change and economic uncertainty, able to address concerns that are front of mind to employees? 

Please join us for the next edition of Third Thursday – Crowell & Moring’s Labor and Employment Update, a webinar series dedicated to helping our clients stay on top of developing law and emerging compliance issues. Only five months in, 2014 has already been a very busy year for the Office of Federal Compliance Programs (OFCCP).  This month’s program will focus on recent developments in affirmative action and OFCCP enforcement initiatives. 

Please join us for the next edition of Third Thursday – Crowell & Moring's Labor and Employment Update, a webinar series dedicated to helping our clients stay on top of developing law, emerging compliance issues, and best practices.

In Collaboration with the IBJDuring this webinar we will dive into the European Directive on pay transparency that entered into force in June 2024 and has to be transposed for June 2026 in all EU Member States. This European Directive has the ambition to strengthen the application of the principle of equal pay for equal work or work of equal value between men and women, for all employees in all sectors. The Directive brings significant new reporting obligations and assessment obligations on employers that the EU Member States will publish. How will you have to calculate the threshold to know if your company as an employer falls under the scope of the Directive? And what happens when there is a gap in the equal pay? What will you have to do as an employer? What kind of enforcement does the Directive foresee? Lastly, did you know that in the US there is an Equal Pay Act that has been in force since 1963? How has that statute been applied in the US and what are the differences and similarities with the European Directive? Our special US guest will teach us some interesting US-insights.  

A status update on certification and enforcement targets under EO 14173 and what employers should know. The Lightning Round podcast is Crowell’s biweekly rundown on developments and trends in the Labor and Employment space.

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