Commentary

The HR teams that provide holistic and personalized benefits will give employees the flexible support they need at a time when many are frustrated and discouraged by RTO.

By addressing challenges with thoughtful, employee-focused strategies, HR professionals can turn potential obstacles into opportunities, paving the way for workplaces that thrive even with the changes that have already occurred at the start of 2025.

As 2025 unfolds, organizations that manage remote and hybrid workforces can benefit from putting an action-packed calendar of varied team building events and activities in place.

We believe that the FTC rule banning noncompetes, the enforcement of which is currently enjoined by a federal district court in Texas, is unlikely to survive for two reasons.

A shift away from the status quo can be scary, but with pharmacy costs and health care spending nearing unsustainable levels and all-time highs and great scrutiny of the fiduciary obligations of plan sponsors, the stakes are too high to hope for better communication, collaboration, and results from traditional PBMs.

Employees are now largely left to their own devices to figure out the benefits enrollment process. This “passive enrollment” trend is mired in a mix of clunky technology, poor communication, less effective call center interactions, and, with on-cycle enrollments, lower visibility for voluntary benefits.

Prioritizing programs that support physical activity and overall wellbeing can improve both the personal and professional lives of employees, empowering them to bring their best to work each day—ultimately benefiting the bottom line.

Comprehensive leave programs, including caregiving leave, enable employees to take time for caregiving responsibilities, as well as focus on their careers and wellbeing.