8 HR Trends to Watch in 2025:
1. Diversity, equity, inclusion, and belonging (DEIB).
Diversity and inclusion in the workplace continue to be key topics in talent acquisition and management in 2025. To combat concerns about a lack of diversity among employees, some HR staff are using hiring tools that help them eliminate any bias toward race, gender, age, etc. This is also called blind hiring.
How does a company put blind hiring into practice? It could start with simple things like having candidates remove their names from their resumes and job applications before they submit them. This way managers are unable to identify their gender or ethnicity and lean towards an unconscious bias.
Another method is to have all candidates for an open position work on a test or assessment that scores their competency in one or all areas related to the job. With these results hiring managers can find the best candidate based on performance.
Read our article on the benefits of diversity and learn about the difference between diversity and inclusion in the workplace.
2. Pay transparency.
Connected to DEIB is the topic of pay transparency and the new laws about disclosing pay in job descriptions and upon request. Employers will need to implement better compensation models that will fit the ongoing realities of equitable pay for all, regardless of gender, race, age, etc., as well as being paid on time.
Employees should also be rewarded for excellent results and surveys have shown employees appreciate being given vouchers to help with their commute. This is important as work habits return to normal after the pandemic and employees weigh up the pros and cons of returning to the office.
Pay transparency where employees can see that pay is fair and equitable can help to improve employee retention, as competition for talent is strong. It will also help to build greater trust between employees and employers.
3. AI adoption vs. AI adaption.
While AI software is continually being introduced into the workplace to streamline work processes, it has an impact on the workforce and HR will need to develop policies that strike a balance between the efficiency of AI and the human qualities that are essential in business.
With the implementation of AI, employees may see it as a shortcut so they don't need to put in as much individual effort. They may also believe that the AI will displace them.
Therefore, HR should develop policies to implement AI in such a way that it adapts to the existing workforce and reduces the amount of time spent on unproductive tasks, while also ensuring that the AI is inclusive for all, regardless of proficiency.
AI-focused HR and recruitment is also gaining traction. Your employment policies, hiring, benefits administration, and other important but repetitive tasks could all be handled by an AI system. Furthermore, this more sophisticated HR tech can handle the remote, hybrid, flexible, and multi-hub workplaces that have become common.
4. Continuous learning and upskilling.
Due to the growing sophistication of AI in the workplace, there is a great need for upskilling so employees can more easily adapt to an AI-centric work environment. This also has the benefit of improving staff retention with a culture of rewards and recognition.
Anytime that a business can find new ways to add value by giving their employees new knowledge or skills, they should seize the opportunity. As e-learning platforms and online learning modules have become more advanced, it has become easier to train employees and continue their development within your organization.
This also makes learning more efficient, because modules can be assigned to individuals and assessments can be scored automatically, eliminating the need for lengthy group training sessions that are led by a member of your HR staff.
Finally, a shift from college degrees and experience to skills needed for a particular job gives HR more flexibility in finding and promoting talent. Employers can give employees the resources, time, and safe space to engage in learning.
5. Human-centric leadership.
With the shift towards AI-focused work environments, human-centric leadership is an important part of maintaining a productive and well-rounded workforce that feels valued during periods of technological transformation.
A human-centric leader and/or manager prioritizes human connections and sees their employees as vital contributors that make up the foundation of the business, focusing on employee wellness and engagement rather than deadlines, results, and profitability.
6. Emphasizing employee wellness and mental health.
In today's work culture, it's important to tailor the workplace experience to the unique needs and goals of every employee, taking into account their productivity and job satisfaction in conjunction with their mental health.
Employers can implement more comprehensive wellness programs to help employees navigate the constant pressure of rising living costs, along with fears of job security and financial stress, to avoid burnout and mental health-related issues.
7. Hybrid work culture.
The shift to remote and flexible work arrangements initially driven by necessity during the pandemic is here to stay, and now that we have data on the productivity levels from the years of remote working, HR can finalize plans for maintaining corporate culture, team cohesion, and communication with a remote workforce.
While some companies seek to return to full-time on-site arrangements, flexible work options have become a major consideration for job seekers and employees.
In 2025, more companies may be offering hybrid or fully remote work options. However, employers can create office experiences that encourage employees to go to the office, such as team meetings and development opportunities.
This, of course, presents challenges for HR when it comes to ensuring productivity as well as fostering a conducive work culture. In preparation for this, HR teams may need to revisit existing policies, develop new ones, consider new tools to facilitate hybrid work and collaboration and find ways to maintain company culture.
It's also important for employers to implement office experiences to leave employees enough time to complete the work that needs to be done.
8. Rise of the "silver worker" segment.
A "silver worker" refers to workers aged 75 and up who either cannot afford to retire or prefer to continue working into their older years. While the job market is seeing a rise in this worker segment, they are often overlooked, with companies not offering flexible work options, ergonomic office designs, or benefits tailored to workers choosing the path of "unretirement".
If companies can embrace the shift of their workforce's age gaps, it may lead to increased productivity, successful knowledge transfer, and enhanced team dynamics.
Final Thoughts:
Traditional boundaries in the workplace are falling away, giving HR room to experiment and innovate new fundamental policies for the workforce and the workplace.
Whether you are aware of these trends, or you're reading about them for the first time, it is never too late to step up your effort and continue to develop an HR department that is keeping pace with the ever-changing landscape of work.
