This issue of HR News includes a report for employers on the new administration’s first 100 days and what the changes mean; employee benefit trends; leadership in uncertain times; financial literacy, and more. Plus, check out the quick links and a few items from the lighter side.
First 100 Days Report for Employers
Fisher & Phillips
The first 100 days of any new administration set the tone for what’s to come—and in 2025, that tone has been unmistakable: bold, fast-moving, and deeply consequential for employers.
From sweeping personnel shifts to executive orders reshaping workplace policy, President Trump’s return to the White House has already led to dramatic changes in labor and employment law. Agencies are moving quickly, priorities are shifting sharply, and new flashpoints are emerging almost daily. For business leaders, the need for clear-eyed insight and proactive strategy has never been greater.
That’s why we’ve created this special 100-Day Report—a snapshot of where things stand, where they’re headed, and what your organization should be doing to keep pace. With chapters covering everything from artificial intelligence and noncompetes to DEI, labor relations, immigration, and workplace safety, this series breaks down the most impactful developments—and what they mean for you.
Related: SHRM: Timeline: Trump’s First 100 Days and the HR Impact
10 Employee Benefits Trends HR Leaders Should Be Watching
Claire Swinarski, HR Daily Advisor
In the ever-evolving landscape of the modern workplace, employee benefits have transitioned from mere perks to strategic tools for talent acquisition, retention, and overall employee satisfaction. They aren’t just a part of an employee’s compensation package; they’re a marketing tool that companies can use for effective recruitment. As we look to the future, HR leaders must stay ahead of the curve to ensure their organizations remain competitive in attracting and keeping top talent. Here are ten emerging trends in employee benefits that are shaping the future of work.
On Leadership: Hard-Won Wisdom: Leadership for Uncertain and Turbulent Times
Suzanna de Baca, Business Record
Today’s modern business environment often feels like navigating an endless storm, characterized by geopolitical shifts, rapid technological advancements and economic volatility. Yet this sense of uncertainty, while amplified in our interconnected world, is not unprecedented. For many leaders like me, past crises have forged invaluable lessons, providing a crucial framework for navigating today’s complexities.
… Today’s uncertainties – while different in their causes and effects – demand the same type of leadership as past crises like the pandemic, the 2008 financial crisis, and the dot-com bust (not to mention the crash of 1987, the Gulf Wars, 9/11 and many other challenges I’ve experienced). We navigated those periods of turmoil and unknown, and we can navigate today’s environment as well by leaning on some essential leadership skills.
10 Strategies for Leading in Uncertain Times10 Strategies for Leading in Uncertain Times
William Reed, MIT Sloan Management Review
Leading through chaos isn’t about control — it’s about learning how to ride the storm.
To help today’s leaders do that, we’ve gathered timely insights from MIT SMR authors — researchers and executives who are experts in numerous aspects of managing during uncertain and chaotic times. We also reached back for a few lessons gleaned during the pandemic that are quite useful right now. Use these strategies to steer your business, your team, and yourself through the ongoing disruption.
How to Support Employee Financial Literacy — And Why You Should
Kathryn Mayer, SHRM
Financial stress is often in the background for employees in one way or another: having low — or no — savings, not saving enough for retirement, struggling to pay out-of-pocket medical costs, dealing with child care or caregiving costs, and more.
But the pandemic and high inflation have undoubtedly exacerbated that stress, said Ted Kane, wealth and financial security practice leader at insurance brokerage firm Brown & Brown in Southborough, Mass. “People know it, they feel it,” he said. “The people in HR know it, too. And they personally feel it.”
Complicating the matter is that a significant number of employees don’t know a lot of the basics about personal finance. That can be a big problem for both employees and employers — in the form of presenteeism, dissatisfaction, decreased engagement, and mental health conditions — but it also presents an opportunity for employers to step up, Kane said.
5 Steps to Transform a Toxic Company Culture
Claire Swinarski, HR Daily Advisor
A toxic company culture doesn’t announce itself with a neon sign. It festers quietly—through whispered complaints in break rooms, passive-aggressive emails, or the slow drip of disengagement that turns talented employees into clock-watchers who can’t wait to bolt. Left unchecked, it’s a silent killer of innovation, productivity, and morale.
But even the most poisonous workplace can transform into a thriving ecosystem. It takes deliberate effort, honest reflection, and a willingness to ditch the corporate platitudes that often mask deeper issues. If you recognize your own company as having a toxic culture, there is the possibility to turn things around, if you’re willing to roll your sleeves up.
HR News Roundup: Quick Takes
- What Do HR Professionals Love Most About Their Job?
- Can Catastrophe Insurance Fill a Critical Gap in Employee Benefits?
- Helping Employees Navigate a Natural Disaster
- Why It’s Past Time to Get Ready for the Multigenerational Workforce
- How to Ensure Managers Are Ready for the Spotlight
- Spring Car Care Tips
- 11 Ways to Encourage Everyone to Speak up at Meetings
- The 5 Most Common Regrets of the Dying—and What We Can Learn From Them
- The Future of GLP-1 Drugs for Obesity Treatment: Cost, Access and More
- 5 Tips for HR Directors to Avoid Expensive Company Lawsuits
- How to Actually Forgive Yourself
From the Lighter Side …
- “The Ropes At Disney,” A 1943 Disney Employee Manual – this cartoon-style handbook was given to all new employees to orient them to the rules and benefits. We note that the male cartoon character should get a talking to for harassment. This was produced during wartime, so there is reference to victory gardens, a selective service office, a reference to “war work,” and a warning that violations of the espionage act could result in terminations. Among the benefits, there is a penthouse club just for men. On the other hand, women get twice the number of sick days as men.
- This is a delightful story about how the people of Chelsea Michigan helped a small business owner move their business. The story shows the best of community spirit in action.
- Employee of the year (short video clip on Reddit). Learn more about working dogs: 9 Types of Working Dogs and the Jobs They Do.
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