The world of HR evolves quickly. Flex HR is monitoring trends that we expect to see in 2025 so you can stay on top of these HR alterations that may continue, change or emerge. Check out our list below to help you prepare for what’s ahead in the New Year!
Serious issues regarding workplace harassment and violence negatively impact employees, workplace culture, and a company’s bottom line. Several states have mandated workplace training and implemented additional requirements to prevent harassment and foster safe work environments in recent years. In fact, seven states – California, Connecticut, Delaware, Illinois, Maine, New York and Washington – have laws requiring employers to provide anti-harassment or sexual harassment prevention training to employees.
Gretchen Groh, Director of Compliance and Implementation at Flex HR, talked to Soup.io about laws companies need to be mindful of to stay compliant in their state of business.
“With additional state and local laws addressing harassment prevention training, companies need to ensure they follow all requirements based on locations of their operations and where employees live,” said Groh, “Determining applicable laws and managing multi-state compliance can be challenging, but non-compliance poses significant risks.”
As we conclude 2024, many organizations are simultaneously wrapping up their most recent performance review process, and the discussion of the effectiveness – and value – of performance management has been a popular topic. Some organizations value the reliability and consistency of traditional performance management where a written review provides clear and concise feedback for employees. Other organizations are ditching the old ways of managing performance by eliminating the annual process in favor of more frequent, but less time-intensive feedback loops.
In the years since 2020, Diversity, Equity, and Inclusion (DEI) policies have experienced many challenges and changes. Prompted by the murder of George Floyd in the spring of 2020, many companies found themselves in the middle of a political and moral firestorm – being asked by their employees and customers alike to take a stance on what it means to truly support diversity, equity and inclusion; to show their support for underrepresented communities by developing policy and process around DEI initiatives; to elevate diversity hiring practices and evaluate pay and promotion; to create space for conversation around race and equity. In no uncertain terms, it was a high-exposure time for companies, and many were quick to join the movement. Yet, in today’s political, social, and economic climate, the attitudes around DEI have started to shift, and navigating these changes has posed a dilemma for many employers. Flex HR consultants are navigating these challenges every day, and we are here to support you as you evaluate your own positions and policies.
The debate over the success of remote work has continued to grow as many companies have asked their employees to return to the office. In many cases, employers have offered what they might consider a happy medium, by asking employees to return on a hybrid schedule. This has posed its own challenges, and Steve Lovig, Senior Consultant with Flex HR, met with David Essex of the Modern HR podcast to share his insights on how to foster a positive and productive work environment in the new age of hybrid work.
Creating inclusive workplaces is crucial for any organization that wants to get the most out of its talent. This means creating an environment where everyone feels like they belong, has equal opportunities, is empowered to do their best work, and feels comfortable making requests and contributing ideas. In this series, we asked prominent HR and business leaders about the steps they take to create more inclusive workplaces. Authority Magazine had the pleasure of interviewing Jennifer Preston, HR Consultant for Flex HR, for more input on this topic. Read below for her knowledgeable insights.
Remote work has become a permanent fixture for many organizations rather than a temporary measure. As an HR leader, you play a pivotal role in ensuring a smooth transition and building an effective infrastructure to manage a distributed workforce for the long haul. From communication tools to performance management, you need to reimagine policies and practices to drive productivity, alignment and engagement across the organization.
October marks a monumental time in 2024 as we not only begin the final quarter of the year, but simultaneously enter into the final month of this year’s Presidential election. We’re consistently reminded of the heightened political tensions across the country, and for many, these tensions are manifesting in the workplace. Unfortunately, the workplace is not immune to national politics, and talking politics in the workplace can create some tricky situations for employers. As we navigate these murky waters, Flex HR has some recommendations on how to manage political tensions in the workplace.
A we enter Q4, many leadership teams are gearing up for one of the most time-intensive – and most expensive – times of the year. In the coming quarter, employees will be evaluated for end of year bonuses and salary increases alike. While these processes are hugely central, also looming ahead is one of the most important initiatives a company undertakes: its annual benefits renewal.
Whether the renewal takes place at year-end or mid-year, the time, money, and energy a that goes into a successful benefits renewal is unparalleled.
So, what exactly goes into a successful benefits renewal? Let’s start at the beginning. Several months ahead of the new benefits plan year, a company will be quoted on their benefits renewal with their current carriers. During this process, insurance carriers review a company’s claims experience in comparison with the cost of their plan. If the claims costs exceed the current cost of the plan itself, amongst a variety of other factors, companies will often experience an increase in their benefits costs – which may be passed on to the employees. In instances where there is a substantial increase, many employers will choose market their plan in hopes that other carriers will bid on them with more competitive rates. This process can take several weeks to months to complete.
Each year on September 26, we acknowledge the incredible work of those that work in Human Resources. Human Resource Professional Day has been celebrated since 1959. It was created to honor the vital contributions that HR professionals deliver to organizations of all sizes and industries, around the world.
Within a company, Human Resources is accountable for the entire life cycle of an employee – from recruiting, onboarding, training, and managing an employee up to their final severance. Human capital is the most vital part of an organization, after all.
