As today’s job market remains challenging and competitive, yet another trend has emerged for job seekers: reverse recruiting. Many professionals are turning to reverse recruiters to help them stand out and accelerate their time to hire. Acting as personalized job‑search specialists, these individuals or firms handle everything from applications to outreach, giving candidates a targeted edge in an overcrowded market.

A recent report from Resume Now explores a growing but often invisible workplace experience described as the “Quiet Cry.” While headlines have focused on trends like quiet quitting, this research looks deeper at the emotional strain employees are carrying during the workday.

For years, merit-based pay increases have been positioned as a cornerstone of effective talent management. The logic was straightforward: reward top performers, motivate improvement, and reinforce a pay-for-performance culture. But in today’s economic environment, many organizations are rethinking that formula. Enter the rise of “peanut butter raises” – uniform, across-the-board pay increases applied evenly across employee populations.

The world of work is redefining what it means to qualify for a job. Degrees still matter, but growing evidence shows that non-degree credentials, from professional certificates to industry certifications, deliver measurable market value. Understanding how these credentials translate into wage outcomes is not just a recruiting or learning issue. It has direct implications for compensation frameworks, internal equity, career mobility, and skills-based pay strategies.

December 18, 2025, President Trump issued an Administrative Order directing the Attorney General to complete the rulemaking process to reschedule marijuana from Schedule I to Schedule III under the federal Controlled Substances Act.  However, currently, marijuana is still a Schedule 1 drug until otherwise notified, and there are nuances that HR needs to be aware of.  

Daylight Savings starts March 8th: Set your clocks forward one hour Sunday, March 8^th. Daylight Saving Time was first proposed by George Vernon Hudson in 1895, and its use in the U.S. was first mandated during World War I.

When we picture a strong leader, we often imagine someone decisive, visionary, and commanding. Yet some of the most respected executives built their impact through their ability to listen, learn, and elevate others.

For decades, employee engagement has been anchored in a simple idea: people want to feel valued and connected at work. Leaders built programs around recognition and belonging, which were recognized as the key motivators driving performance and retention. But recent research from Perceptyx analyzing over 20 million employee responses over 10 years shows a dramatic shift. In 2025, the traditional drivers of engagement – belonging and feeling valued – dropped to the bottom of the...

Cold and flu season is an unwelcome but predictable reality in the workplace. As illnesses spread, is it possible that cold and flu diagnoses could qualify for FMLA?

Many employers use background checks as part of the pre-employment screening process, and those who don’t should. If an issue arises, such as an employee physically harming another employee or a customer, a lawsuit may follow. If the employer failed to conduct a background check, they can be held liable for damages due to negligent hiring.

An Individual Coverage Health Reimbursement Arrangements (ICHRA) is a type of employer-funded health benefit plan that allows an employer to reimburse employees for qualified medical expenses, including some or all of the premiums for individual-market health insurance coverage (or Medicare, if the person is Medicare-eligible), as well as the cost of out-of-pocket medical expenses.  It is similar to a Health Reimbursement Account (HRA) but has a broader application.

USERRA leave to be treated like any other leave: An $18.5 million settlement in Huntsman v. Southwest Airlines Co. represents the largest USERRA class action recovery reported to date and signals a significant shift in how employers approach paid short-term military leave when other comparable short leaves (e.g., jury duty, bereavement) are paid.

So, your organization is growing? That’s great and something most organizations plan for; however, this accompanies legal requirements that creep up often faster than leaders expect. Employment laws, benefits requirements, and reporting obligations are frequently triggered by employee count, making growth an exciting but risky phase if compliance isn’t planned for in advance. Understanding which requirements apply at each stage of growth allows employers to prepare, avoid costly...

It happens. An employee is accused of sexual harassment and an investigation follows. Word spreads. Initial findings appear to support the claim, but later evidence emerges – voicemail messages of the accuser telling the accused they couldn’t wait to meet at their usual motel, explicit sexts from the accuser to the accused, or even on-the-record, sworn admissions by the accuser that the relationship was consensual and the allegations were false.

Something is shifting in the employment law landscape and it’s happening faster than many HR teams realize. Over the past year and into 2025, there’s clear evidence that discrimination charge activity at the U.S. Equal Employment Opportunity Commission (EEOC) remains elevated and evolving.