When it comes to attracting the best talent, writing inclusive job descriptions is one of the simplest and most effective changes an organization can make. Yet many job ads unintentionally exclude neurodivergent candidates including people with autism, ADHD, dyslexia, dyspraxia, and other neurological differences because they’re written without considering different ways people process information.

For the past five years, the "virtual-first" hiring model was hailed as the ultimate efficiency win for HR. However, as generative AI tools have evolved from simple resume builders to real-time interview copilots, the digital veneer of the hiring process is cracking. To outsmart the surge in AI-assisted fraud and "bot-optimized" candidates, companies are increasingly dusting off the physical conference room and returning to the in-person interview.

Terminations can become more complicated when an employee, during or after offboarding, claims the decision was based on a disability. These claims may involve cognitive conditions, such as autism or ADHD, or physical conditions, such as chronic pain or medical disorders. While these situations can feel high-risk, the legal framework for evaluating them is consistent and manageable when employers follow sound practices.

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.

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?

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.

The Occupational Employment and Wage Statistics (OEWS) program, administered by the U.S. Bureau of Labor Statistics (BLS) in cooperation with state workforce agencies, runs a semi-annual survey that collects data from approximately 1.1 million non-farm establishments. It produces detailed employment and wage estimates by occupation across more than 580 areas such as states, metropolitan regions, and nonmetropolitan areas as well as the nation as a whole.

Severance pay is a topic that often surfaces when employees leave a company, yet many people don’t fully understand how it works. Whether someone is laid off, terminated, or leaving voluntarily, severance pay can play an important role in easing the transition. This FAQ-style guide breaks down severance pay in simple terms.

Many employers invest heavily in employee training and development, and to protect these investments, they often use "stay‑or‑pay" clauses also known as Training Repayment Agreements (TRAPs) which require employees to repay training costs if they leave voluntarily within a specified period. These agreements, while once widely accepted, are now increasingly challenged due to evolving state laws and legal scrutiny.

2026 is shaping up to be a year of major shifts in employer‑provided benefits thanks to the recent passage of the One Big Beautiful Bill Act (OBBBA). While much of the early attention focused on overtime pay and tax changes, the legislation also brings important updates for benefit plans, flexible spending accounts, and family‑focused savings vehicles.

HR professionals often find themselves balancing two truths: policies that “wipe clean” after a set period such as rolling attendance systems and employees whose past performance patterns still matter. While policy may require prior infractions to fall off formally, effective coaching requires managers to understand and use historical context without violating fairness or policy intent. The challenge is helping managers coach employees in a way that acknowledges the past while...

As digital workflows become the norm across corporate America, electronic signatures have moved from a convenience to a necessity. From onboarding paperwork to vendor contracts and internal approvals, e-signatures streamline operations, reduce administrative overhead, and accelerate decision-making. Yet many companies still rely on ad-hoc processes or outdated assumptions about legal validity. For employers looking to modernize while staying compliant, establishing a clear and...

Bereavement leave offers employees time off to grieve following the death of a loved one – allowing them to mourn, settle affairs and participate in memorial activities. While not guaranteed by federal law in the U.S., it is increasingly recognized as a key element of compassionate employer policy.

For too long, menopause has been a silent workplace issue. With women aged 45–55 representing a large and growing portion of the workforce, the effects of menopause can influence everything from performance and retention to overall wellbeing.

Some of the most dedicated people on your team can be the hardest to read. They rarely complain, rarely slow down, and rarely let anyone see the strain they are under. From the outside, they seem unshakable and always in control, quietly carrying more than anyone realizes. But, that is exactly what makes burnout in this group so sneaky and dangerous.