Key HR Trends to Watch in 2025 – AI and Employee Well-being

Generative Artificial Intelligence has become an essential part of the workforce, many companies are introducing their own generative AI to support employees with their work. In 2025, AI will transform the global workforce, making employers need to create proper rules and regulations for using AI. Recently, ADP revealed key HR trends in 2025 essential for employee support and business growth.

Key HR Trends to Watch in 2025

ADP has mentioned six parameters that will help HR build a strong base in the upcoming world of generative Artificial Intelligence.

The employee experience and well-being are ongoing business priorities – Remote work setup has made it easier for employers as well as employees to reach out to each other at any time. For instance, workforces now have 5-6 different ways to contact the employees, which intertwine personal and professional timings leading to more pressure. It may be necessary in some situations but overall its impacts are more negative and exhausting. HR should make sure to set boundaries to provide balance in the lives of employees, which will ultimately result in better productivity.

Skills have emerged as a strong indicator of employees’ success – Employers must be aware of the skills and degrees required by candidates and employees. They must have proper information regarding the skill set of their employees and where they have attained it, like volunteer experience, military service time, or other experiences. There should be an informed approach to hiring, if they want any degree or skills for a particular job role it should be mentioned, and if a degree is preferred and it is not related to the field or mandatory for the job role try to give details on why it is “preferred?”

New laws are shaping how AI is developed and used in employment decisions – As AI has become a necessary part of technologies people use, the laws around data usage and expansion are also changing. Artificial Intelligence can be used in employment decision-making, depending on the company, and use needs to be regularized by the law and regulations. Employers should make sure to comply with new laws and regulations around AI and make use of AI effective and useful for the work.

Pay Equity and Pay Transparency remain Business Priorities – Pay Equity and Pay Transparency have always been an important area of the workforce. Many states even require organizations to analyze and report the pay gap and provide employees with information regarding the pay gap and the reasons behind it. 

Generative AI continues to revolutionize HR, jobs, and the workforce – Many small organizations don’t realize the importance of Generative AI and how it can boost productivity and accuracy in organizations. Middle-sized companies having 100-999 employees generally say that they need to learn more about technology before allowing it as a tool for employees. But when we talk about big companies with more than a thousand employees, they have already started working with Generative AI, training their employees to make the best use of it for better future growth. 

Firms are looking to expand skills to benefit from emerging technologies – While upskilling and reskilling aren’t new ideas, using them to support generative AI and its emerging solutions is. As generative AI becomes more important in business, employers will rely on their HR teams and new tools to better understand how work is done in new ways and what skills are needed to support these changes. Along with helping workers develop technical skills, employers should also give them the chance to experiment with generative AI in a safe and structured way to encourage innovation.

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