Still want to work in HR? 48% of HR professionals in the U.S. said they’ve considered leaving the field in the next 12 months, according to the 2026 State of People Strategy Report, released Wednesday by HR platform Lattice. Globally, of the more than 1,000 HR practitioners surveyed, 41% said the same.  Globally, of the more than 1,000 HR practitioners surveyed, 41% said the same. HR pros cited the emotional toll of managing workers’ problems, feeling undervalued or unheard and work-life balance challenges as their reasons for considering a career change. Despite thoughts about leaving the profession, more than 3 in 4 HR practitioners said they feel somewhat or fully engaged. In Europe, that number climbs to 85% compared to 72% among those in the U.S. Nearly all of the HR workers surveyed (93%) said they expect HR head count to either remain unchanged or grow, and 9 in 10 said they think HR budgets will stay the same or increase. Just shy of 80% said they feel their job is safe. Nearly 3 in 4 U.S. HR leaders said they can handle change and are confident about their organizations’ ability to manage future change, according to a July report from The Conference Board.  Source: HR Dive 9/3/25

Companies undecided whether to support Trump accounts: 60% of employers are undecided if they will make contributions to the One Big Beautiful Bill Act (OBBBA)-created Trump accounts, according to a recent poll from Mercer. The poll, conducted August 7, found that 36% have decided they will not make contributions, and 4% are considering making contributions. Only 0.3% of companies are definitely planning on making contributions to Trump accounts. The OBBBA created tax-favored Trump accounts for children. The accounts will operate in a similar manner to non-Roth individual retirement accounts. Individuals can contribute to the accounts of their dependent children under 18. Employers also may contribute to these accounts, but there is no requirement that they do so. Annual contributions will be limited to $5,000 per account. If an employer contributes to the account, the contribution will not be includible in the employee’s gross income, up to $2,500. The official rollout of the accounts will begin after July 2026.  Source: CCH 9/5/25

Providing access to weight loss drugs could be a boon for recruitment: A recent survey by wellness solution provider AlynMD found that 65% of Americans want to lose weight, and while exercise and diet remain the dominant tools, a sizable portion of the population is exploring faster and more medically managed solutions. While 82% still turn to traditional methods, 7% report using prescription medications like Ozempic, a number expected to climb as social acceptance grows and public awareness skyrockets.  Despite the buzz, most Americans are still cautious: 66% worry about becoming dependent on the medication, and 70% fear regaining the weight after stopping. Even so, younger generations are embracing the shift – nearly one-third of millennials and Gen Z say GLP-1 drugs would be their preferred weight loss method, and more than 1 in 4 say they'd be more interested in a job if it included access to these medications. Some employers are exploring making access health insurance or through FSAs or HSAs could a competitive edge in a tight labor market, especially with younger workers: 39% of millennials and 35% of Gen Z say access to weight loss drugs would improve their job satisfaction or productivity. Source: EBN 7/24/25

More women have college degrees: Women have made significant gains in the workplace over the past two decades, but one segment of female workers has been left behind: those without a college degree.  New research shows a growing divide in progress in the workforce between women who have earned at least a bachelor's degree and those without any higher education. The share of college-educated women in the workforce increased by nine percentage points between 2004 and 2024, research from Third Way, a think tank advocating for moderate policy, shows. Meanwhile, women without a college degree barely notched gains: The share of noncollege women in the workforce increased by less than a percentage point over the same period, according to the report. For those with college degrees and with families, they will most likely work for firms with flexibility and remote work opportunities. Some are even offering workers childcare subsidies, allowing mothers to stay in the labor force. But women without a college degree are more likely to work in service-sector jobs that aren't as well paid and don't offer the same childcare benefits. Source: MarketWatch 8/5/25

Global mobility – administrative burden or strategic talent initiative? For CFOs who operate globally and are looking for ways to keep their people engaged, EY suggests that moving people across borders can be a viable option.  The 2025 EY Mobility Reimagined Survey, based on responses from more than 1,000 global mobility professionals and employees, explores how organizations are adapting their mobility functions to meet these challenges. The findings point to a growing divide between companies that treat mobility as a strategic asset and those that see it as an administrative task. The most advanced organizations (evolved programs) are leveraging technology, outsourcing, and cross-functional alignment to drive retention and efficiency. As CFOs face continued cost pressures and workforce constraints, mobility, though a bit costly on the front-end, is emerging as a critical lever for employee retention, development and growth. Research indicates evolved programs are 3.7 times more likely to say mobility helps solve medium-term talent shortages and 1.8 times more likely to report that mobility supports business growth. More than half of employers say it now takes over a year to fill senior positions, underscoring the urgency for better talent deployment and employee retention strategies. Source: CFO 7/29/25