The National Labor Relations Board (NLRB) announced a delay to the implementation of its new “joint employer” regulations. Originally slated for effectiveness on December 26, it has been postponed to February 26, 2024, as mentioned in a recent announcement.
The delay aims to facilitate the resolution of legal challenges concerning the rule, according to the NLRB. A subsequent notice highlighting the extension is soon to be published in the Federal Register.
For those unfamiliar, the concept of a “joint employer” is central to labor law and collective bargaining. It addresses situations where two or more entities co-determine essential terms and conditions of employment, effectively implicating both in related legal responsibilities and obligations.
Given the significant implications of this rule for corporations and law firms alike, legal departments and practitioners will need to stay vigilant over the coming months. Adapting to the new regulations once they take effect can carry meaningful impacts on various facets of employment, labor relations, and contract law.