The office environment has changed, and human resources is adapting to this transformation. As companies adapt to new ways of working, HR teams are reconsidering how they provide support, foster company culture, and use technology.

Here are 10 key HR trends employers should watch as the workplace continues to change beyond 2025. By staying ahead of these shifts, organizations can better support their teams, strengthen culture, and stay prepared for what’s next.

1. The AI is integrating in the workplace

AI is becoming a bigger part of how we work, and HR is no exception. It can make things like hiring, onboarding, and training faster and smoother, but only if people feel comfortable using it. Not everyone is excited about new tech, so it’s important to create a space where teams can ask questions, learn at their own pace, and even have a bit of fun with it. Small steps like workshop trainings, friendly challenges, or shoutouts for creative ideas can make a big difference.

2. More companies are investing more in skilling and upskilling to retain and engage talent

Organizations that want to retain top talent need to create real opportunities for employees to grow. When people can build new skills, explore different roles, and see a future at their company, they’re more likely to stay engaged and motivated.

Prioritize employee development by offering skill-based training, mentorship programs, and clear career paths. Focus on both technical and soft skills like communication and problem-solving to prepare future leaders. Just make sure growth opportunities are balanced with well-being, so learning feels supportive, not overwhelming.

3. Companies will use global and internal mobility to develop talent and strengthen teams

Companies with a global or multi-location presence should make mobility, both internal and international, as a part of their talent strategy. Giving employees the chance to take on roles in different regions or departments can lead to fresh perspectives, stronger skills, and deeper engagement.

Support mobility by creating clear pathways for secondments, cross-border assignments, and internal transfers. Encourage managers to have open conversations about career goals and make it easy for employees to explore new opportunities within the company. Mobility strengthens collaboration across teams and borders.

Read the real story in WTS Energy here: How Secondment Impacts Managers and Employees | WTS Energy

4. Many companies are adopting hybrid work models

When the COVID-19 pandemic forced many businesses to close their doors in 2020, in-office employees were forced to work remotely. Many businesses now manage a remote workforce on a regular basis, and remote work options are commonplace in the workplace.

 
Despite the popularity of remote work and flexible work policies, some employers and employees prioritize in-office time to improve team collaboration or to get a change of scenery. As a result, more offices are implementing hybrid policies for remote and in-office days, giving employees the freedom to make the best decisions for their circumstances.

5. Companies will provide progress reports on diversity and inclusion efforts

Emphasis on diversity, equity, and inclusion (DEI) initiatives: DEI initiatives will continue to be a top priority for HR teams after 2023. This will involve creating a more inclusive workplace culture and promoting diversity in hiring and promotion, as well as retention and inclusive culture-building.

6. Employers will virtually maintain company culture and employee engagement

As HR trends continue to change, the way we think about culture and connection at work is shifting too, especially in remote and hybrid settings. Organizations that are entirely or partially remote must find innovative ways to keep remote employees engaged and foster a positive company culture. Employees, particularly new hires, may feel isolated or disengaged if there is no physical office space or daily routine to connect with coworkers.

Prioritize employee engagement and culture by hosting virtual meetings and hangouts, conducting interest surveys, and improving internal communication. Keep in mind that employees can experience online-meeting fatigue known as Zoom burnout, so consult with your team to find the ideal communication balance.

7. Employers will focus on their employees’ well-being

Health and wellness are hot topics these days. Employers are more conscious than ever of the value of employee well-being and its impact on business success. Employees’ well-being and mental health, on the other hand, will undoubtedly fluctuate during stressful and uncertain times. 

Transparency and clear communication within an organization can help company leaders improve their employees’ health and wellness.

8. Employers will dedicate more resources to the employee experience

Professional development and resource access are important aspects of the employee experience that employers must consider in order to attract and retain top talent. Employers should remember the following points:

• Employees will leave organizations that do not provide career opportunities. Employees aren’t afraid to look for new opportunities if their organizations don’t provide professional development support or clear paths for advancement. 

• Employers must emphasize internal career opportunities. Managers may assist employees in seeking in-role growth opportunities or potential paths after they have been hired.  It is the responsibility of HR and management to communicate internal growth opportunities to all valued employees.

• Managers with “employee experience” should be considered by employers. The number of job titles requiring “employee experience” is increasing rapidly. These individuals are in charge of ensuring that employees have access to internal opportunities and resources.

9. HR departments will face new compliance requirements

New compliance requirements will arise as workplaces continue to evolve. HR teams must stay up-to-date with compliance regulations to avoid legal penalties. HR managers will rewrite employee handbooks and reevaluate rules pertaining to workplace harassment measures, leave benefits, and drug testing. 

10. HR teams will see an increase in the use of human resource analytics or people data

The use of human resource analytics or people data is becoming more common in HR departments. These analytics can help organizations make data-driven decisions that improve business outcomes.

In conclusion, ongoing changes in HR trends reflect how the function is evolving to meet the needs of modern businesses and their workforces. WTS Energy can help your organization stay up-to-date with HR trends and develop customized solutions that meet your business needs.

How is your company implementing the measures above?