As we move through Q3 and start planning for year-end, I’ve been reflecting on how strategy and adaptability continue to define resilient businesses. At Equinox Business Law, we see this every day—leaders navigating change with intention, curiosity, and a clear understanding of their priorities.
With that in mind, I wanted to share a few timely updates and insights from our team. These highlights are designed to help you stay ahead of legal and operational shifts that often surface in the final months of the year—so you can make decisions confidently and position your business for a strong start to 2026.
Our General Counsel Services (GCS) clients take this one step further. They work with us throughout the year to proactively plan for growth, manage risk, and align legal strategy with business vision—long before issues become urgent.
If you’ve been thinking about how to deepen that kind of partnership, or want to better understand how GCS supports businesses at every stage, I’d be glad to connect.
👉 Schedule a meeting or reach out to us.
Wishing you a productive and thoughtful close to Q3—and a strong foundation for what’s next.
FEDERAL
The One Big Beautiful Bill Act
Signed into law on July 4, 2025, the act introduces a series of permanent tax reforms that significantly impact businesses. Its overall goal was to make several temporary provisions from the 2017 Tax Cuts and Jobs Act permanent, while providing new incentives for domestic investment and job creation.
ACTION: Many of these tax provisions are time bound, so business leaders should promptly engage with their attorneys and tax advisors to understand how to take advantage of the tax benefits. Equinox is working with our clients to guide the changes to corporate policies or even to corporate structures.
New I-9 Form Released
On April 2, 2025, U.S. Citizenship and Immigration Services (USCIS) announced a new edition of Form I-9, Employment Eligibility Verification, dated January 20, 2025. Employers may continue using the previous 08/01/2023 edition of Form I-9 until its expiration date, which varies depending on the version—either May 31, 2027 or July 31, 2026. However, any electronic I-9 systems must be updated to use the 01/20/2025 edition by July 31, 2026 to remain compliant.
ACTION: HR and compliance teams should review and update (if needed) the I-9 form currently used and ensure that onboarding procedures and electronic systems are updated accordingly. Correct I-9 recordkeeping is especially important as immigration enforcement is high. Equinox is assisting our clients with audits of I-9 records and onboarding processes to ensure employees files are complete and properly maintained.
WASHINGTON
Improved Tracking of Workplace Illness and Injury
Effective October 3, 2025, updates to the Washington Administrative Code (WAC) Chapter 296-27 will align Washington’s workplace injury and illness recordkeeping standards with OSHA’s July 2023 revised rules for tracking of workplace incidents. High-hazard industries with 100 or more employees must prepare for expanded electronic reporting requirements.
ACTION: HR teams should review and update injury and illness recordkeeping procedures to comply with the updated standards. Equinox recommends and is supporting our clients in building systems to ensure reporting is completed easily and timely.
Mass Layoff Pre Notice Requirement
Effective July 27, 2025, a new Washington law requires employers with 50 or more employees (excluding part-time workers) to provide at least 60 days’ written notice before a business closure or mass layoff that affects 50 or more employees. The notice must be sent to both the affected employees and the Employment Security Department and must include specific details such as the expected date of job loss and the job titles of impacted positions. Employers who fail to meet the notice requirements may face civil penalties of up to $500 per day per violation, and employees who do not receive proper notice may be entitled to up to 60 days of back pay and benefits. There are limited exceptions for unforeseen business circumstances, natural disasters, and certain construction projects. Notably, the law may also restrict layoffs of employees currently on paid family or medical leave unless an exemption applies.
ACTION: Employers considering mass layoff should proactively develop a layoff notification process and prepare a compliant notice template. If the contemplated layoff involves 50 or more employees, leadership should begin planning early to ensure the 60-day notice requirement is met and to avoid costly penalties. Equinox works closely with employers on labor management issues and compliance. We advise employers on the timing, approach, and necessary documentation if a termination or layoff is planned.
New Subcontractor Disclosure Rules for Public Works Bids
Effective July 27, 2025, Washington House Bill 1633 requires prime contractors bidding on public works projects valued at $1 million or more to meet new subcontractor disclosure rules. At the time of bid submission, contractors must list the names and verify the licenses of subcontractors performing HVAC, plumbing, and electrical work. For structural steel and rebar installation, subcontractor names must be submitted within 48 hours after the bid is submitted. The law also limits contractors to listing only one subcontractor per trade unless multiple listings are justified by bid alternates. The legislation prohibits substituting listed subcontractors, allowing changes only under specific conditions. These rules apply only to the specified trades and do not extend to design-build or job order contracting solicitations. The bill also repeals prior legislative findings and reporting requirements related to subcontractor listings.
ACTION: Prime contractors who perform public works projects must understand the requirements of the law and develop internal procedures to meet these requirements. Equinox collaborates with our construction clients to build systems and contracts for operational and legal compliance.
