The U.S. Supreme Court’s 2025-2026 term, which began in October 2025 and ended June 30, 2026, produced several decisions that employers should keep in mind when updating policies, planning compliance strategies, and assessing litigation risk. The decisions discussed below are not exhaustive, but they cover the rulings most likely to affect business operations, workplace policies, employee benefits, immigration compliance, and dispute resolution.
One of the term’s most consequential rulings for regulated businesses was Trump v. Slaughter, which addressed presidential removal authority over Federal Trade Commission (FTC) commissioners. Former FTC Commissioner Rebecca Slaughter challenged her dismissal by President Trump, arguing that the FTC Act only permits removal for “inefficiency, neglect of duty, or malfeasance in office.” The Supreme Court’s June 29 decision overturned the 90-year precedent set in Humphrey’s Executor v. United States, holding that the FTC’s for-cause removal requirement violated separation-of-powers principles because executive power is vested in the president, who must be able to remove principal officers carrying out that authority. Although Slaughter did not alter the FTC’s substantive authority, it changes who controls the agency. Businesses should anticipate that FTC policymaking and enforcement may vary more sharply by administration.
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