AI interviews are not popular with candidates: On the employer side, a report from Greenhouse found that AI job interviewing is rapidly surging: In a survey of nearly 3,000 job seekers, nearly two-thirds have experienced an AI interview, a 13-point jump from last year. But despite the increased frequency of AI interviews, the reviews aren’t positive. Nearly 40% said they have stopped job interviews that were being conducted by AI, with another 12% saying they would do so. What prompted candidates to hit the X button? The most common reason was the realization the interview was a pre-recorded, AI-generated video with no human present, closely followed by unclear disclosure by the company of AI’s involvement in the process. Transparency is a big factor: Seventy percent of applicants said the employer didn’t clearly disclose that AI would be involved in the interview process; nearly a quarter only found out once the interview started. Yet, candidates want employers to be more upfront. More than half think employers should be legally required to disclose how they’re using AI in interviewing. Greenhouse’s research found that just 19% want employers to decrease AI use in hiring. Instead, they want the opportunity to request to speak with a human. Source: HR Executive 5/7/26

Is your company providing structured AI training or access to it?  If not, it’s to your peril: While 63% of companies have invested in artificial intelligence training in the last year, 52% of tech professionals say they needed independent training because company programs didn’t keep up with AI changes, according to new research from talent company Randstad Digital.  The report called this disconnect a “productivity paradox,” and said organizations are building platforms faster than employees can learn to use them. Seventy-four percent of tech workers said they felt they had to upgrade their skills to stay relevant.  Meanwhile, nearly 1 in 4 workers worldwide have left their jobs because employers didn’t give them structured upskilling opportunities, Randstad Digital said. The study also found that 27% of tech talent think their companies aren’t doing enough to develop their skill sets. Source: HR Dive 5/14/26

Soft skills growing in importance in the age of AI: Tasks once seen as the starting point for early-career employees such as research, admin, reporting, or basic analysis, can now be completed in seconds with the help of AI tools. For entry-level employees, particularly those entering highly technical environments, that creates a difficult balancing act. There’s increasing pressure to demonstrate technical competence, while also trying to develop the confidence or the emotional intelligence needed to succeed in modern workplaces. As AI continues to reshape how we work, those human capabilities are becoming more important, not less. While technology may speed up tasks, it can’t replace the qualities that help people adapt and grow through change. The employees who thrive are often the ones who communicate well, collaborate effectively and adapt quickly to change. That matters because modern workplaces are more fast-paced and interconnected than ever before. Skills like resilience, self-awareness, and adaptability are central to how teams operate. Research shows that 73% of UK business leaders now prioritize agility over long-term planning, highlighting how important adaptability has become in today’s workplace.  Therefore, the need for soft skills and emotional intelligence in this new environment is critical for success. Source: hrnews 5/20/26

401(k)/403(b) forfeiture activities are leading to a growing number of lawsuits: Forfeiture lawsuits are sending an unmistakable signal to retirement plan fiduciaries. A routine governance practice that once felt sufficient is now being tested in courtrooms across the country, where plaintiffs are probing how fiduciaries handle plan assets and administrative costs. These lawsuits typically center on how forfeitures are used after participants leave a plan before their employer contributions fully vest. Sponsors often apply forfeitures to offset future employer contributions; a practice permitted under many plan documents. Plaintiffs increasingly argue that doing so improperly benefits the employer instead of plan participants, potentially violating ERISA’s duty of loyalty and anti-inurement rules. The willingness of courts to allow these claims to advance and the increasing number of cases that are settled signals that fiduciary processes surrounding forfeitures are receiving far closer scrutiny. Plan sponsors who once viewed forfeiture allocation as routine plan administration are discovering that even longstanding practices can become focal points in fiduciary breach allegations. Employers should review their policies, plan documents, and practices or they may get caught up with these lawsuits. Source: Fiduciary News 3/10/26

Employers should conduct ERISA audits: A Bloomberg Law analysis published last month found that nearly 70 such claims were filed during 2026’s first quarter, a figure almost double the rate observed during the same time frame in 2025 and 2024. ERISA requires every welfare benefit plan to be maintained pursuant to a written plan document that satisfies specific requirements. Compliance reviews routinely reveal documentation gaps that, while easy to overlook, can create meaningful liability. A thorough review should confirm: 

• A written plan document exists and has been updated to reflect current plan terms.
• Plan amendments have been adopted on a timely basis each time benefits changed.
• The plan document includes required ERISA provisions, including fiduciary, amendment, and funding provisions.
• A wrap plan document (where appropriate) properly incorporates insured benefits.
• The plan administrator and named fiduciary are clearly identified and the designations align with actual operational practice.

Further, ERISA’s disclosure obligations are extensive, and failures can result in participant lawsuits and Department of Labor (DOL) penalties. A compliance review should verify that:

• Summary Plan Descriptions (SPDs) contain all required ERISA content and have been distributed within required timeframes — including within 90 days for newly eligible participants.
• Summaries of Material Modifications (SMMs) have been issued following significant plan amendments.
• SPDs have been updated and reissued within the required 5- or 10-year cycle.
• Summaries of Benefits and Coverage (SBCs) have been prepared and distributed at open enrollment and upon request.

HR should engage their ERISA attorney to assist in these yearly audits if they are not doing already.  Source: Bradley Arant Boult Cummings LLP 4/2/26