What is the biggest mistake employers make with pay transparency in 2026?

The biggest mistake is using a "placeholder" or "unrealistic" range.7 In 2026, California and other states have clarified that ranges must be "good faith estimates" of what the company actually expects to pay upon hire.8 An overly broad range is now a signal for an audit.7

Does a company have to show the salary if the job is 100% remote?

Generally, yes.4 If the company has at least one employee in a state with a transparency law, or if the remote role could be performed in a state like California, the salary range must usually be included in the public advertisement.4

Can an employer still ask me what I made at my previous job?

In many states, no.1 Salary history bans have become standard in states with transparency laws. Employers are prohibited from asking about your past wages and must instead rely on their own internal pay scales to set your offer.1

What happens if my employer doesn't file their pay data report in California?

They will face mandatory fines.10 For a first-time failure, it is $100 per employee. For a second-time failure, it is $200 per employee.10 This can result in fines of hundreds of thousands of dollars for large companies.21

Do transparency laws cover bonuses and stock options?

While many states only require the "base" salary range in the job ad, California's Equal Pay Act has expanded the definition of "wages" to include all forms of compensation, including bonuses and stock, for the purpose of identifying discrimination.8

Can I be fired for talking about my salary with a coworker?

No. The National Labor Relations Act (NLRA) protects the right of employees to discuss their pay.1 Furthermore, many new state laws in 2026 have built-in "anti-retaliation" clauses that make it illegal for a company to punish you for sharing or asking about pay information.2

What is the "cure period" for a transparency violation?

Some states, like Washington, offer a "five-business-day cure period" for first-time violations, allowing the company to fix the ad without paying a fine.20 However, California has removed the "automatic" cure period for repeat violations, meaning they can fine you immediately if you have been caught before.7

How does pay transparency help foreign visa holders?

It ensures they are being paid fairly compared to their U.S. counterparts.11 In 2026, because companies must post salary ranges publicly, it is much easier for an H-1B holder to verify if they are receiving the "prevailing wage" promised on their visa paperwork.11

Is there a federal law for pay transparency yet?

As of early 2026, there is no single federal law, but the "Salary Transparency Act" (H.R. 1599) is currently pending in Congress.5 Most legal experts believe it is a matter of "when," not "if," a federal standard is adopted.2

How do I find out if my employer is following the law?

You can look at your state’s Department of Labor website for a compliance guide.4 Additionally, in many states, you have the right to request the official pay scale for your current position at any time, and the employer must provide it.4

US Federal Pay Transparency Act 2026: Is Your Salary Real?

The Great Salary Reveal of 2026

The American workplace has officially entered the era of the "Great Salary Reveal." As of early 2026, the tradition of keeping one’s paycheck a secret is rapidly fading into history. For decades, employers maintained a strategic advantage by keeping compensation figures confidential, a practice that many researchers believe contributed significantly to systemic pay gaps based on gender and race.¹ However, the landscape has shifted dramatically due to a massive wave of new employment laws that have matured and taken full effect across the United States.³ While the nation still waits for a single, unified federal mandate, the collective weight of state-level transparency requirements by state has created a de facto national standard for any company wishing to compete for top talent.⁴

In 2026, the question is no longer whether a job posting will include a salary range, but rather if that range is an honest reflection of what the employer intends to pay. Workers are increasingly asking: "Is my employer showing the real salary?" This skepticism stems from the early days of transparency laws when some businesses utilized "placeholder" ranges—absurd spans such as $50,000 to $500,000—that complied with the letter of the law while violating its spirit.⁷ The legislative updates of 2026, particularly those emerging from economic powerhouses like California and New York, have explicitly targeted these loopholes to ensure that "good faith" estimates are grounded in reality.⁸

For employees, particularly those from immigrant backgrounds or specialized visa holders, these laws offer a new level of protection. In the past, foreign nationals were often at a disadvantage during salary negotiations due to the complexities of their visa status.¹¹ Now, with mandatory public disclosures and strict internal reporting requirements, the "black box" of corporate compensation has been forced open. This report explores the current state of federal and state transparency laws, the severe penalties for non-compliance with pay laws 2026, and the legal experts who are shaping the future of workforce equity.

The Federal Landscape: The Status of the Salary Transparency Act

The central focus of federal labor policy in 2026 remains the Salary Transparency Act, officially known as H.R. 1599.⁶ Originally introduced in 2023, the bill has become the primary vehicle for those seeking to create a level playing field for all American workers, regardless of which state they call home.⁶

The Salary Transparency Act proposes a fundamental shift in the Fair Labor Standards Act (FLSA), the landmark 1938 law that governs minimum wage and overtime.¹² If fully enacted, H.R. 1599 would require every employer in the United States—public or private, large or small—to disclose a "wage range" for every employment opportunity.⁴ This requirement would apply to both external job postings and internal announcements for promotions or transfers.¹²

Feature of H.R. 1599	Detailed Requirement Description
Good Faith Definition	The disclosed range must be based on what the employer "anticipates in good faith" relying on when setting the pay.¹²
Reference Points	Employers may set ranges based on applicable pay scales, previous ranges for the position, or current pay for equivalent roles.¹²
Annual Disclosure	Existing employees have the right to receive their position's current wage range at least once a year and upon request.¹²
Retaliation Ban	Prohibits refusing to interview or promote an individual because they requested a wage range disclosure.⁶
Statutory Damages	Violators may be liable for the greater of actual damages or statutory damages ranging from $1,000 to $10,000.¹²

As of early 2026, while the federal bill remains in the legislative process, its influence is felt in every new state law that is passed.⁵ The bill serves as a warning to employers that a "one-size-fits-all" national requirement is likely inevitable. For businesses operating across state lines, the administrative burden of tracking dozens of different transparency requirements by state is becoming so high that many are voluntarily adopting the strict standards of H.R. 1599 to simplify their human resources operations.⁴

New Employment Laws in California: Closing the Transparency Gap

California has long been the primary laboratory for labor law in the United States, and 2026 is no exception. With the implementation of Senate Bill 642 (SB 642) and Senate Bill 464 (SB 464), the state has effectively shut the door on "stealth" pay practices.⁸ These new employment laws are designed to ensure that when a Californian looks at a job ad, the numbers they see are the numbers they will actually get.⁷

The Rebirth of the "Pay Scale"

The most significant change in 2026 is the refined definition of a "pay scale." Previously, employers had significant leeway in how they defined the salary range for a role. SB 642 now mandates that the posted range must reflect what the employer reasonably expects to pay "upon hire".⁸

This distinction is crucial for transparency. In previous years, an employer might post a range of $80,000 to $150,000 for a mid-level manager role. However, they might only intend to pay a new hire $85,000, reserving the top end of the scale for someone with 15 years of tenure in that specific company. Under the 2026 rules, that posting would be considered misleading. The employer must now disclose what they expect to pay the candidate starting on day one.⁸ By forcing companies to be specific about "upon hire" compensation, the law prevents them from luring candidates with high "potential" salaries that are practically unattainable for a new employee.⁷

Broadening the Scope of "Wages"

Another revolutionary aspect of the 2026 California updates is the expansion of what the law considers "wages" in the context of equal pay claims. Historically, lawsuits focused on base salary or hourly rates. However, in many high-paying sectors—such as technology, finance, and entertainment—base salary is only a small part of the total package.⁸

Category of "Wages"	Specific Inclusions under SB 642 (2026)
Direct Pay	Salary, hourly wages, and commissions.⁸
Incentives	Bonuses, stock options, and profit-sharing agreements.⁸
Allowances	Gasoline, cleaning, and travel reimbursements.⁸
Perks	Hotel accommodations and life insurance premiums.⁸
Time Off	Vacation pay and holiday pay.⁹

By including these categories, the law recognizes that pay discrimination often hides in the "extras." If a male executive receives a $50,000 signing bonus and stock options while a female executive in a substantially similar role does not, the company can now be held liable for a violation of the Equal Pay Act, even if their monthly base paychecks are identical.⁸

Expanding the Clock: Statutes of Limitations

California has also extended the timeline for workers to seek justice. Starting January 1, 2026, the statute of limitations for filing a pay discrimination claim has been extended to three years.⁸ Even more significantly, if a worker can prove an ongoing pattern of unfair pay, they may be able to recover damages for a period of up to six years.⁸ This "look-back" period creates a massive financial risk for companies that have ignored pay equity. A single systemic error in a large department could lead to millions of dollars in back-pay liabilities spanning more than half a decade.¹⁰

Transparency Requirements by State: A 2026 Comparison

As the federal government deliberates, the "transparency requirements by state" have created a complex map for multi-state employers. In 2026, nearly one-third of the U.S. workforce lives in a jurisdiction where some form of pay disclosure is required.⁴

State/Jurisdiction	2026 Status and Core Requirements	Employee Threshold
Illinois	Mandatory pay scale and benefits in all postings.⁴	15+ employees
Massachusetts	Disclosure of pay ranges in job ads, promotions, and transfers.¹	25+ employees
Minnesota	Good-faith minimum and maximum salary required; open-ended ranges banned.⁴	30+ employees
New Jersey	Postings must include pay range and a description of benefits.³	10+ employees
New York	Requires range disclosure for roles performed in-state or reporting to NY.⁴	4+ employees
Washington	Disclosure of range, benefits, and "other compensation" in all ads.⁴	15+ employees
D.C.	Pay range must be in the listing; healthcare info given before first interview.¹	1+ employees
Vermont	Postings must include a minimum and maximum hourly/salary range.⁴	5+ employees

The Remote Work Complication

One of the most debated issues in 2026 is how these state laws apply to the millions of Americans who work from home. If a company is based in Florida (which has no state transparency law) but hires a remote worker who lives in Colorado or California, do they have to show the salary? In most cases, the answer is "Yes".⁴

States like California, Washington, and New York have specifically written their laws to cover any position that could be performed in their state.⁷ This has forced a national change in behavior. Rather than trying to filter job ads so they don't show up for California residents, major tech firms and national retailers are finding it more efficient to simply include salary ranges on every job posting nationwide.⁴ In 2026, the "geography" of a job ad has become less important than the geography of the person reading it.

Non-Compliance with Pay Laws 2026: Risks and Penalties

For businesses that fail to adapt, 2026 has brought a new level of financial and reputational risk. "Non-compliance with pay laws 2026" is no longer a minor HR oversight; it is a direct threat to the company's bottom line.¹

Mandatory Fines for Data Reporting

California's SB 464 has introduced mandatory penalties for companies that fail to file their annual pay data reports.¹⁰ These reports are used by the state to look for patterns of discrimination across entire industries.

● First Violation: A mandatory fine of $100 per employee.¹⁰

● Subsequent Violations: The fine jumps to $200 per employee.¹⁰

For a mid-sized company with 1,000 employees, a second-time failure to report data would result in an automatic fine of $200,000.¹⁹ These penalties are "mandatory," meaning state officials have very little discretion to waive them even if the company claims it was a simple mistake.¹⁷

The Rise of "Triple Damages"

In several jurisdictions, including California, the penalties for not paying a wage judgment have increased significantly in 2026. Under Senate Bill 261 (SB 261), if an employer loses a wage theft or pay equity case and fails to pay the judgment within 180 days, they are subject to a penalty of three times the outstanding amount.¹⁸

This "triple penalty" is designed to stop companies from using long-term appeals to avoid paying workers what they are owed.¹⁸ In addition to the triple damages, the employer must also pay post-judgment interest and the worker's attorney fees.¹⁸ For a business, delaying a $100,000 wage payment could quickly turn into a $350,000 liability.¹⁸

Enforcement Agencies and Private Lawsuits

The enforcement of these laws is being driven by two forces. First, state labor commissioners have been given new powers to investigate "gratuity theft" and pay disparities without waiting for an employee to file a formal complaint.¹⁰ Second, the private legal market has shifted. In Washington state, law firms have begun using software to "scrape" job boards and automatically identify listings that lack the required salary information.¹⁴ This has led to a surge in class-action lawsuits where hundreds of applicants sue a single employer for a technical violation of the transparency law.¹⁴

The Impact on Immigration and Foreign Talent

As a Senior Immigration SEO Writer, it is vital to understand how these "new employment laws" interact with the U.S. visa system. For many foreign workers, pay transparency is not just about fairness; it is about legal status.¹¹

The Prevailing Wage and the Public Ad

When a company sponsors a worker for an H-1B visa, they must promise the Department of Labor that they will pay the "prevailing wage" for that role in that specific city.¹¹ In the past, this was a private conversation between the company and the government. In 2026, that same job must be posted publicly with a salary range.¹¹

If a company's public job ad shows a salary range that starts lower than the prevailing wage they promised the government, they are in serious trouble.¹¹ Immigration lawyers are now performing "cross-departmental audits" to ensure that what HR posts on LinkedIn matches what the Legal department puts in a visa application.¹¹ A discrepancy here could lead to accusations of fraud or the denial of future visa petitions.¹¹

The SOC Category Shift

Beginning with the 2026 reporting cycle, California is requiring a massive change in how workers are classified. For years, companies used the 10 broad categories from the EEO-1 form (like "Technicians" or "Sales Workers").¹⁷ Now, they must use the Standard Occupational Classification (SOC) system, which includes 23 major groups.¹⁷

This is a technical change that has huge implications for immigration.²¹ The SOC system is the same one used by the Department of Labor to set prevailing wages for visas.²¹ By forcing companies to use SOC codes for their state pay reporting, the government is making it much easier to compare the pay of visa holders to the pay of U.S. citizens in the exact same role.²¹ In 2026, "misclassification" of a job title is no longer just a clerical error; it is a visible signal that can trigger an investigation into a company's entire immigration program.²¹

Profiles of 10 Top-Tier Immigration and Employment Lawyers (2026)

Staying compliant in this environment requires the counsel of experts who bridge the gap between labor law and immigration policy. These ten practitioners are the most recognized and influential in the field for 2026.

1. Marketa Lindt (Sidley Austin LLP)

Core Expertise: Business Immigration and Worksite Compliance.¹¹ Why She is Top-Tier: Marketa Lindt is widely considered the preeminent authority on the intersection of corporate visa strategy and I-9 compliance.¹¹ As a "Band 1" ranked attorney and a past President of AILA, she has been at the forefront of the fight against business immigration delays.¹¹ In 2026, she is the go-to expert for multinational corporations that need to align their global mobility policies with the strict new transparency requirements by state.¹¹ Her ability to navigate the gaps in current laws is cited by peers as being "creative and thoughtful".¹¹

2. William Stock (Klasko Immigration Law Partners, LLP)

Core Expertise: Federal Court Litigation and High-Level Visa Strategy.²⁵ Why He is Top-Tier: Known to his peers as "Bill," Stock is a founding partner who has been recognized by Best Lawyers every year since 2003.²⁵ In 2026, he was named "Lawyer of the Year" for his region, a testament to his three decades of experience.²⁵ He is uniquely skilled at suing the government when they fail to follow their own rules on visa processing.²⁵ For employers facing audits related to the 2026 pay reporting mandates, Stock’s litigation team offers a formidable defense against aggressive agency enforcement.²⁵

3. Elise Fialkowski (Klasko Immigration Law Partners, LLP)

Core Expertise: Worksite Enforcement and H-1B Compliance.²⁵ Why She is Top-Tier: Fialkowski co-chairs her firm’s corporate practice and is a leading voice on how transparency affects worksite enforcement.²⁵ She is an expert in the "proactive compliance program," helping companies build systems that prevent pay disparities before they happen.²⁵ In 2026, she is particularly noted for her work with venture capital and startup companies that are scaling quickly and need to ensure their pay scales are legal in multiple states.²⁵

4. Kate Kalmykov (Greenberg Traurig, LLP)

Core Expertise: Global Immigration and EB-5 Investor Compliance.²⁶ Why She is Top-Tier: Kalmykov serves as the Global Co-Chair of her firm's Immigration & Compliance practice.²⁶ She has been recognized consistently as a "Top 25" immigration attorney for her work in complex workforce mobility.²⁶ In 2026, she is a crucial resource for large financial and technology firms that are navigating the "upon hire" disclosure rules in New York and California, ensuring that their high-compensation packages are accurately represented in public postings.²⁶

5. Jennifer Hermansky (Greenberg Traurig, LLP)

Core Expertise: Immigration for Physicians and High-Net-Worth Investors.²⁶ Why She is Top-Tier: Working from the Philadelphia and New York corridors, Hermansky is a shareholder who specializes in sectors where compensation structures are notoriously complex, such as healthcare and private equity.²⁶ She has been honored as a top attorney in the EB-5 space and is a key strategist for companies that use specialized bonuses and stock options to attract global talent, ensuring these "wages" are correctly categorized under the 2026 updates.²⁶

6. Cyrus D. Mehta (Cyrus D. Mehta & Partners PLLC)

Core Expertise: Complex Business and Family Immigration.²⁴ Why He is Top-Tier: A "Star Individual" in New York, Mehta is a legend in the field for his prolific writing and deep understanding of the law's nuances.²⁴ He is often the person other lawyers call when they encounter a case that seems impossible.²⁷ In 2026, he is a major advocate for the rights of foreign workers to receive the same transparency and fair pay as domestic workers, often utilizing the new transparency laws to challenge unfair visa sponsorship terms.²³

7. Kathleen Campbell Walker (Dickinson Wright PLLC)

Core Expertise: Immigration Policy and Cross-Border Mobility.²⁸ Why She is Top-Tier: Walker is a former national president of AILA and has been ranked by Chambers USA for 20 consecutive years.²³ Her expertise extends beyond individual cases to the very heart of national policy.²⁸ In 2026, she is a vital counselor for businesses along the U.S.-Mexico border that are dealing with the intersection of state-level transparency laws and the unique requirements of the TN (NAFTA/USMCA) visa program.²⁴

8. Gregory Siskind (Siskind Susser, PC)

Core Expertise: Healthcare Immigration and Compliance Automation.²³ Why He is Top-Tier: Siskind is perhaps the most tech-forward immigration lawyer in the country.²³ He has authored numerous books on visa processes and has been a "Band 1" attorney for decades.²³ In 2026, his firm is a leader in using artificial intelligence to help HR departments automate the process of matching public job postings with state-mandated pay ranges, ensuring that no ad goes live without being fully compliant.²⁴

9. Peter A. Steinmeyer (Epstein Becker Green)

Core Expertise: Trade Secrets and Employee Mobility in the Era of Transparency.²⁹ Why He is Top-Tier: While many focus on getting employees in, Steinmeyer is the expert on what happens when they leave.²⁹ In 2026, pay transparency has made it much easier for competitors to "poach" talent by offering slightly higher salaries.²⁹ Steinmeyer counsels employers on how to use transparency as a retention tool rather than a vulnerability, while also managing the risks of non-compete litigation and trade secret protection.²⁹

10. Anastasia Tonello (Ice Miller LLP)

Core Expertise: Global Workforce Solutions and Extraordinary Ability Visas.²⁷ Why She is Top-Tier: Tonello is a "Band 1" attorney in New York with 20 years of experience.²⁷ She specializes in obtaining visas for individuals of "extraordinary ability"—the world’s top performers in science, art, and business.²⁷ In 2026, she is a leading strategist for elite firms that are adapting their compensation disclosures to remain attractive to global icons while still meeting the rigid requirements of California and New York labor laws.²⁷

Roadmap for Employers: Navigating 2026 Compliance

For a company operating in 2026, ignorance of the law is a $200,000 mistake.¹⁹ To stay ahead of the regulators and the class-action lawyers, businesses are adopting a standardized approach to compensation.

Step 1: The Privilege-Protected Pay Audit

Companies are no longer waiting for the government to ask for their data. Instead, they are conducting "privileged pay audits".²² By working with external legal counsel, these audits are kept confidential under attorney-client privilege. This allows a company to identify and fix pay gaps without creating a public record that could be used against them in a lawsuit later.²¹

Step 2: Transitioning to SOC Categories

As discussed earlier, the shift from EEO-1 to SOC codes is the biggest technical challenge of 2026.¹⁷

Action Item	Why it Matters in 2026
Map Titles to Codes	Every internal job title must be mapped to one of the 23 SOC major groups.²¹
Audit Hours/Weeks	2026 rules require reporting "total annual weeks worked," including paid leave.²¹
Contractor Data	Companies with 100+ labor contractor workers must now include them in their data reports.²¹
Synchronize Systems	HR systems and Payroll systems must be perfectly aligned to avoid conflicting data.²¹

Step 3: Standardizing Job Descriptions

In 2026, a "job description" is a legal document. New York and other states now require that a written description be included in the posting if one exists.⁷ These descriptions must accurately reflect the "essential functions" of the job, as this is how regulators determine if two people are performing "substantially similar work".⁸

Works cited

1. Pay Transparency Laws by State: 2026 Employer Compliance Guide, accessed on February 1, 2026, https://www.postercompliance.com/blog/wage-transparency-laws/

2. Pay transparency laws: A state-by-state guide [Updated 2025] - Rippling, accessed on February 1, 2026, https://www.rippling.com/blog/pay-transparency-laws-state-by-state-guide

3. Pay Transparency in 2026: What Employers Need to Do Now ..., accessed on February 1, 2026, https://www.bakerdonelson.com/pay-transparency-in-2026-what-employers-need-to-do-now

4. Pay transparency laws by state | Paylocity, accessed on February 1, 2026, https://www.paylocity.com/resources/learn/articles/state-pay-transparency-laws/

5. 2026 Pay Transparency Laws by State - Paycor, accessed on February 1, 2026, https://www.paycor.com/resource-center/articles/pay-transparency-laws-by-state/

6. What is pay transparency? Laws, pros, and cons - Paylocity, accessed on February 1, 2026, https://www.paylocity.com/resources/learn/articles/pay-transparency/

7. US Pay Transparency Laws by State [2026 Compliance Guide] - Compport, accessed on February 1, 2026, https://www.compport.com/blog/usa-pay-transparency-laws-by-state

8. SB 642: Important Amendments to California's Equal Pay Laws Effective January 1, 2026, accessed on February 1, 2026, https://www.cdflaborlaw.com/blog/sb-642-important-amendments-to-californias-equal-pay-laws-effective-january-1-2026

9. Governor Newsom Signs Pay Transparency Amendments into Law ..., accessed on February 1, 2026, https://www.seyfarth.com/news-insights/legal-update-governor-newsom-signs-pay-transparency-amendments-into-law.html

10. 2026 Wage and Hour Nationwide Update: Key Changes That Could Affect Your Business, accessed on February 1, 2026, https://www.bakerlaw.com/insights/2026-wage-and-hour-nationwide-update-key-changes-that-could-affect-your-business/

11. Marketa Lindt | People | Sidley Austin LLP, accessed on February 1, 2026, https://www.sidley.com/en/people/l/lindt-marketa

12. Text - H.R.1599 - 118th Congress (2023-2024): Salary Transparency Act, accessed on February 1, 2026, https://www.congress.gov/bill/118th-congress/house-bill/1599/text

13. H.R.1599 - 118th Congress (2023-2024): Salary Transparency Act, accessed on February 1, 2026, https://www.congress.gov/bill/118th-congress/house-bill/1599

14. US Pay Transparency Revolution: New Salary Disclosure Laws - Foothold America, accessed on February 1, 2026, https://www.footholdamerica.com/blog/us-pay-transparency-laws/

15. Rep Norton (D-DC) National Pay Transparency Bill Proposed - Vensure, accessed on February 1, 2026, https://vensure.com/employment-law-updates/representative-norton-d-dc-proposes-national-pay-transparency-bill/

16. A Growing Trend: Transparency in the Workplace - Primmer Piper Eggleston & Cramer PC, accessed on February 1, 2026, https://www.primmer.com/blog/a-growing-trend-transparency-in-the-workplace/

17. California Amends Its Pay Transparency and Pay Data Laws, accessed on February 1, 2026, https://www.calpeculiarities.com/2025/10/10/governor-newsom-signs-pay-transparency-amendments-into-law/

18. Coming in 2026: minimum wage bump, high penalties for unsatisfied wage judgments, accessed on February 1, 2026, https://www.cda.org/newsroom/laws-regulations/coming-in-2026-minimum-wage-bump-protected-paid-leave-expansion-high-penalties-for-unsatisfied-wage-judgments/

19. Staying Ahead: Key California Workplace Laws Taking Effect in 2026 and Beyond, accessed on February 1, 2026, https://www.fennemorelaw.com/staying-ahead-key-california-workplace-laws-taking-effect-in-2026-and-beyond/

20. Navigating 2026: Pay Transparency Laws and Employer Obligations ..., accessed on February 1, 2026, https://www.jacksonlewis.com/insights/navigating-2026-pay-transparency-laws-and-employer-obligations

21. California's 2026 Pay Data Reporting Rules Add New Compliance ..., accessed on February 1, 2026, https://tax.thomsonreuters.com/news/californias-2026-pay-data-reporting-rules-add-new-compliance-pressures-legal-experts-say/

22. 2026 Employee Data Reporting Requirements: Are Employers Ready? - Jackson Lewis, accessed on February 1, 2026, https://www.jacksonlewis.com/insights/2026-employee-data-reporting-requirements-are-employers-ready

23. Immigration, USA - Nationwide, USA | Chambers Rankings, accessed on February 1, 2026, https://chambers.com/legal-rankings/immigration-usa-nationwide-5:31:12788:1

24. Immigration: Business, USA, Global | Chambers Rankings, accessed on February 1, 2026, https://chambers.com/legal-rankings/immigration-business-usa-2:132:225:1

25. The Best Lawyers in America® 2026 - Klasko Immigration Law ..., accessed on February 1, 2026, https://www.klaskolaw.com/klasko-immigration-law-partners-celebrates-nine-attorneys-recognized-in-the-best-lawyers-in-america-2026/

26. Awards & Recognitions - | EB-5 Insights, accessed on February 1, 2026, https://www.eb5insights.com/awards-recognitions/

27. Immigration, New York, USA | Chambers Rankings, accessed on February 1, 2026, https://chambers.com/legal-rankings/immigration-new-york-5:31:12806:1

28. Kathleen Walker | Immigration Law Practice - Dickinson Wright, accessed on February 1, 2026, https://www.dickinson-wright.com/our-people/kathleen-c-walker

29. Peter A. Steinmeyer – Trade Secrets and Employee Mobility ..., accessed on February 1, 2026, https://www.ebglaw.com/people/peter-pete-a-steinmeyer