Every HR-technology story tagged #NLRB.
AI RegulationHR Dive· Nov 6, 2026
Former NLRB General Counsel Jennifer Abruzzo told an American Bar Association labor and employment conference that Democrats should pursue broad federal labor law reform after the midterm elections, going beyond the PRO Act. She listed AI regulation, bans on captive audience meetings and restrictive covenants, and sectoral bargaining as possible focus areas. She also addressed state efforts to take on labor disputes, which federal courts have blocked in California and New York, and former Republican NLRB member Marvin Kaplan voiced concern about those state boards.
NLRBNLRB · News releases· Nov 2, 2026
The National Labor Relations Board has appointed Amy L. Cocuzza as its new Solicitor, making her the Board's chief legal advisor on questions of law and on major cases in the Courts of Appeals and the U.S. Supreme Court. She previously served as Acting Chief of Staff to Board Chairman James R. Murphy and as Deputy Solicitor, and she has more than two decades of experience in labor and administrative law. The appointment is an agency leadership move rather than a rule change.
employment complianceNLRB · News releases· Oct 30, 2026
The National Labor Relations Board reports that 21,587 charges and petitions were filed in FY 2026, down 4.27% from FY 2025, with a government shutdown from October 1 to November 12, 2025 pausing casehandling. General Counsel Crystal Carey says 10,684 of the 18,221 field investigations pending on January 7, 2026 have moved to determination, and about 3,500 unfair labor practice charges were transferred between regional offices. For employers and HR teams, the update signals how quickly labor-relations cases may be resolved, though the agency says the backlog remains large.
HR complianceHR Dive· Sep 28, 2026
The NLRB has reverted to the employee-misconduct framework established during the first Trump administration, following a 5th U.S. Circuit Court of Appeals mandate — reversing the agency's own 2023 attempt to move away from that standard. HR and employment-law teams should note the shift affects how worker discipline tied to protected concerted activity is evaluated.
