HR and future of work · Industry brief

Recent confirmations of William B. Macy III and Scott Mayer Prouty to the National Labor Relations Board in early 2026 have restored the Board's quorum and set the stage for potential shifts in labor policy enforcement across the construction industry. While the NLRB does not rewrite statutes, the new leadership composition may influence interpretations of precedents such as Cemex and McLaren Macomb, affecting how union organizing campaigns, unfair labor practice charges, and employer communication rules are treated. Merit shop contractors in Ohio, Kentucky, and Indiana should review employee handbooks and confidentiality clauses for alignment with current NLRB precedent, train front-line supervisors on labor-relations fundamentals, and establish clear escalation protocols for handling union-related communications on jobsites. Key watch points include monitoring NLRB regional office guidance from Cincinnati and Indianapolis, tracking shifts in organizing activity across the tri-state region, and setting a quarterly review cadence for new Board decisions and enforcement signals. State variations matter: Kentucky and Indiana maintain right-to-work statutes while Ohio does not, requiring contractors working across state lines to coordinate compliance accordingly.

The employment landscape in China is undergoing significant regulatory and operational shifts. AI adoption is creating new compliance challenges around workforce restructuring and redundancy decisions, requiring employers to balance innovation with legal compliance and employee relations considerations. Employment disputes are rising, particularly involving harassment and discrimination claims, with increased expectations for prompt and fair internal investigation procedures and accessible reporting mechanisms. Alternative labor models such as outsourcing and labor dispatch arrangements are gaining traction due to cost pressures, but require careful compliance with regulatory frameworks to manage legal and reputational risks. Additionally, the gradual extension of statutory retirement age is prompting organizations to rethink workforce planning and succession strategies, with implications for benefits, retirement planning, and overall workforce costs.