What will be the main trends in HR in 2025?

Sarah Stevens is the co-founder and Director of HR Company hoomph. She has provided her expert predictions for the challenges and opportunities that will shape the year ahead.


Holistic wellness support at the centre of attention

Mental health will remain a top priority in the workplace until 2025. This presents both a challenge as well as an opportunity. Organisations that are willing to embrace this shift and remove stigma around mental health, and who accept differences within their workforce can build more resilient and happier teams. Others face the challenge of trying to do ‘the right thing’ when mental health issues are often left undiagnosed due to underfunded health systems and limited services.

Employers must take action to help close the gap. Employers can lay the foundations for success by going beyond superficial support. They should implement proactive burnout strategies and robust mental health policies. In an ageing society and with a multi-generational workforce, organisations will benefit from addressing specific life-stage needs, such as eldercare and menopause.


Championing accessibility and embracing neurodiversity

On a related note, recognizing and developing strategies for neurodivergent individuals and employees with disabilities will also be crucial. It goes beyond accommodating employees who are unable to work. Employees must cultivate a culture of inclusion and diversity in the workplace.

How will organisations that are forward-looking lead the way in this regard? Enhancing accessibility by implementing adaptive technologies, rethinking the physical and digital workplace, and providing comprehensive training to leaders and teams. The workforce will reap the benefits of this. Diverse thinking processes are the driving force behind innovation. Companies that can leverage this in a competitive marketplace will stand out.


Prepare for the new Employment Rights Legislation

The Labour Party published a landmark bill in October 2024 called the Employment Rights Bill. Day One Rights mandates that employers provide important entitlements as early as the first day of employment. These include protection against unfair dismissal, bereavement leaves, and access to parental leave and sick leave immediately. The looming legislation is set to come into effect in 2026. 2025 will be an important year for preparation.

It’s no longer possible to rely on handbooks containing outdated policies. Businesses will have to take proactive measures, including integrating best practices in their onboarding process and refining their operational frameworks to conform to the changes. This is more than just a requirement. It’s an opportunity for employers to strengthen their workplace culture by building trust and loyalty among employees.


AI requires governance and strategy

AI’s benefits, including improved decision-making and productivity, are indisputable. Organisations must address concerns over job displacement, privacy and algorithmic bias. Organisations will start to feel the impact of AI on their day-to-day activities as AI becomes more practical. They’ll also be under increasing pressure to integrate technology with robust governance, which addresses ethical principles and legal principles.

HR will be a major player in this area, as they can help create policies to address employee concerns, reduce risks and ensure fairness when AI is used to make decisions. Businesses can reap the benefits of AI by implementing clear AI strategies and governance frameworks. This will not compromise employee trust or integrity.


The debate over flexible working continues

Flexible working and hybrid working are here to stay. Consider compressed workweeks and remote-first models. It doesn’t necessarily mean that everyone is on board. The hybrid vs. office-based model remains a hotly debated topic among employers.

Hybrid work has many benefits, including improved work-life integration and a wider talent pool, but it can also weaken cultural ties. Some may see the trend shift back to office-based jobs as business leaders try to rebuild social interaction through face-to-face methods.

In the end, no one approach will win. Organisations will have to experiment to find a balance that is aligned with their goals, values and workforce satisfaction.

The original version of this article What will be the main trends in HR in 2025? appeared first on Human Resources News.

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