The Supreme Court’s decision in Trump v. Slaughter is not an employment law case. It does not change employers’ obligations under federal employment laws. What it may change is how federal agencies enforce those laws.
The decision gives the President greater authority over officials who lead federal agencies and continues the Court’s broader effort to limit the independence of administrative agencies. For employers, that could mean quicker shifts in enforcement priorities, leadership changes, and regulatory policy when administrations change.
What the Court decided
In a 6-3 decision issued on June 29, 2026, the Supreme Court held that Congress generally cannot restrict the President’s authority to remove officials who exercise executive power. In doing so, the Court overruled Humphrey’s Executor v. United States, a 1935 decision that had protected Federal Trade Commission (FTC) commissioners from removal except for specific reasons.
Although the case involved the FTC, the Court’s reasoning could affect other agencies structured similarly. The full scope of the decision will likely be determined through future litigation.
Why employers should care
Many workplace laws are enforced by federal agencies rather than courts. As a result, changes in how those agencies are governed can have real consequences for employers. Two agencies are particularly worth watching.
Equal Employment Opportunity Commission (EEOC)
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