The new year presents another chance to predict how HR and work will evolve in the months ahead. In keeping with HRZone’s tradition, we asked our top writers from 2024 for their HR predictions of 2025.
Both approaches are welcomed. Looking ahead to the new year, it is important to have a balance of optimism, doubt and realism.
Let’s get started – Here are 10 HR Predictions for 2025.
Prediction number one: the four-day week will continue to gain substantial support by 2025
Gethin Nadin is Chief Innovation Officer at Benefex
By 2025, the demand for a 4-day workweek is likely to gain significant momentum, demonstrating a shift in societal priorities towards prioritising work alongside wellbeing. Mental health is a crisis, and we need to make big decisions that will last. In 2024, countries such as Germany, Brazil and South Africa demonstrated the positive effects of a four-day work week. This led to improved mental health, stronger family bonds, and an overall better quality of life.
These encouraging statistics show that 94% plan to keep the four-day week. These compelling statistics show that healthier and happier employees perform better. In 2025, more than 100 years after the last major change in our working hours occurred, we have an opportunity to redefine this balance to benefit both individuals and organizations.
Prediction number two: The social framework of disability will be adopted as a standard for EDI initiatives
Atif Choudhury is the CEO of Diversity and Ability
By 2025, HR teams and Equity, Diversity and Inclusion (EDI), will embrace the Social Model of Disability in order to solve workplace culture frictions. The social model is a solution that will benefit everyone by focusing on removing barriers rather than fixing individuals.
This model is the necessary course correction as the backlash continues against EDI. It reframes inclusion to be a matter of collective benefit rather than a dividing issue.
Prediction number three: The young will want to work more in the office, but at their own pace.
Deborah Hartung is a Culture consultant and Thinkers360’s Top 35 Global Thought Leader on HR & Culture
In 2025, UK offices will be faced with a dynamic of push and pull: a growing mandate to return to the office clashing against the flexibility that employees desire. Gen Z workers, who are looking for mentorship and connections, will be the ones to lead the charge towards the office. Older generations, on the other hand, prefer remote work.
Labour’s emphasis on youth employment and apprentice programmes will bring new talent to workplaces. But only those who embrace flexibility and purpose will be able to retain them. EDI is evolving to include more attention to neurodiversity and menopause, which will challenge employers to rethink accommodation.
Organisations that invest in coaching and adapt their workforce to be more inclusive will have a bright future.
Prediction four :A boundary breaking HR function will address the challenges of changing and channel skills to enhance impact
Perry Timms, Kirsten Buck and PTHR
Capacity shortages for all people professionals will continue. The combination of this with an increased use of digital technologies, and experiments with a skills-based organization, could cause the managers’ role to be thrown into turmoil.
How can I manage people who are more stressed and anxious about their rapidly changing roles, but also busy?
Self management should be considered a possible transition for 2025, where the manager’s job role is either completely removed or significantly reshaped.
The constant demand for rapid changes calls for a recalibrated and balanced workload. These are deployed via agile, skill-based capability pool, and all through more autonomous, imaginative work approaches. Here’s how HR can keep itself afloat in the next year. Deloitte’s 2024 Human Capital Trends Research called this “Boundaryless Human Resources”, and it will need to mature quickly in 2025.
Prediction number five: AI will damage relationships. But trust will save the day
Quentin Millington is a consultant and coach at Marble Brook
Early 2025, we will be obsessed with artificial intelligence as a way to reduce costs and increase productivity. This obsession will lead to workplaces adopting systems that encourage employees to “connect”.
In time, people who are thoughtful will realize that real conversations are the best way to build relationships, resolve conflict, and achieve results in a complex world. Tech-assisted interactions do not build trust.
AI can be used by firms to learn about relationships through role-playing. Good managers will encourage team members to communicate directly and authentically, if possible in person.
Prediction six: The probationary period is set to become the star of employment contracts in 2025.
Kate Palmer is the Director of Peninsula HR Advice and Consultancy.
The Employment Rights Bill proposes several improvements to the rights of an employee from day one. Once they have completed a statutory trial period, employees will be entitled to a day-one9 unfair dismissal right. While this won’t be implemented until 2026 I predict that employers will begin to focus their attention in 2025 on updating and reviewing the probationary period policies in their employment agreements. It will ensure that they have procedures in place for quickly monitoring and assessing the suitability of their new employees when the new laws come into effect.
I believe that employers will be more strict about the requirements for passing a probationary period. Previously, employers relied on their ability to be flexible in terms of procedures during the initial two years of employment.
If they don’t have this as a fallback, a strong probationary period policy that is in line with new laws will help protect them against any unfair dismissal claims.
Prediction 7: Instability will continue to increase antisocial behaviour
Serenity in Leadership CEO Thom Dennis is a culture change and leadership specialist.
Instabilities at the local and global level will probably increase by 2025, amplifying antisocial workplace behaviours. Passive aggression could be a response to the powerlessness of individuals who face increasing uncertainty with less agency.
In times of social disruption, passivity aggression is both a form of resistance and an expression of power abuse. Insecure or inadequate people, especially those in positions of authority, can use indirect aggression to attack subordinates. External pressures can amplify personal insecurities and undermine constructive dialogue.
It is important for organisations to recognise these patterns as possible signals of systemic stress. This requires thoughtful intervention, rather than simple behaviour correction.
Prediction number eight: “Change brilliance” will become a key capability
Ella Overshott is the Director of Pecan partnership
In 2025, change and uncertainty will not disappear – in fact, we are learning that the world has become even more volatile and unpredictable.
It will become essential to be brilliant at changing. There are too many organisations out there that do not perform well in this area.
People managers will be able to build relationships that are transparent and inclusive. They can also foster accountability by building relationships between adults. Everyone will have to learn to adapt to change by using self-awareness strategies and wellbeing strategies.
Prediction nine: Employees will be able to fight back, regardless of their generation.
Blaire Palmer is the CEO of That People Thing
The greatest tensions will occur in 2025 between senior and junior employees.
Employees empowered by the new rights they will soon have, will demand greater protection, flexibility, and a greater concern for their mental health and values. Senior leaders who are more traditional will see this as a danger and attempt to impose control.
As a consequence, I predict that we will see an increase in industrial action and employee turnover as people look for organisations who respect their rights. A growing number of employees are going to demand that they have a larger voice. This will frustrate more traditional leaders.
Prediction 10: Teams will spend more time together.
Andrew Loveless is the Director of Pecan Partners
When I wrote be more Jurgen about Klopp’s time at Liverpool FC I never imagined such a smooth transition to Arne Slot as Liverpool lead the Premier League, and are on track for an amazing season.
Leaders can plan more in-person moments to spend with their teams.
In 2025, I predict that teams will be physically interacting more. The benefits are far greater than the effort: deeper trust, an appreciation of strengths and more efficient ways to work, innovation, learning, enjoyment, belonging, meaning, and fun.
Our 10 HR Predictions for 2025 are now complete.
It’s a good exercise to reflect on the future. What can we learn from these predictions about the HR profession in 2019? How will you prepare yourself and your team?
