The HRCI Research Hub brings together original studies, workforce polling, reports, and expert analysis, so you can act on what's happening now and prepare for what's next.
The State of HR Featured ReportsRecovery as a Workforce Strategy
Drawing on HRCI research, workforce data, and expert insight, this report examines the workplace impact of substance use disorder and the practical steps HR can take to strengthen culture, manager readiness, benefits, policies, and recovery support.
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Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.
From return-to-office decisions and hybrid work to contractors and other non-traditional workers, this HRCI report explores the latest research and how HR can use data to make more informed, evidence-based workplace decisions.
From career paths to culture, this research identifies what actually separates HR professionals who are just getting by from those who are truly fulfilled—and what leaders can do to close that gap and build a more committed team.
This research uncovers where professional development is falling short, from misaligned training priorities to gaps in AI readiness, and what it takes to build a workforce equipped for what's next.
From bullying, political tension to substance use and violence prevention, this research covers workplace safety—what the data reveals, what's at stake, and what you can do to reduce risk and build a more resilient organization.
The State of HR
Based on HRCI’s survey of thousands of HR professionals, the State of HR report examines the issues defining the profession today. From AI and workplace culture to talent, leadership, and career growth, the report reveals how HR teams are adapting to change and preparing for the future. Explore the data, trends, and insights shaping the world of work below.
Download the Full ReportState of HR Spotlight Reports
Half of HR professionals work in environments marked by polarized viewpoints, and 4 in 10 describe their stress as extreme or high. Find out what the data reveals about conflict, mental health, and what it means for your organization.
HR professionals are broadly optimistic about their field — but over 4 in 10 are considering careers outside of it. Explore what's driving both the enthusiasm and the tension, and what it takes to build a team of true HR believers.
71% of HR professionals use AI regularly, yet more than half say implementing new technology is the area they feel least prepared to handle. See where the preparation gap is widest and what needs to change now.
83% of HR professionals believe remote work benefits organizations—but the debate is far from settled. Get the data on where HR stands on flexibility, productivity, and the return-to-office conversation.
More Insights for HR Professionals
Explore the issues shaping HR today and get the data you need to lead with confidence, make informed decisions, and move the profession forward.
Recovery friendly workplaces reduce absenteeism, improve retention, and strengthen workplace culture—yet most organizations haven't made meaningful progress. This HRCI and Fors Marsh research reveals why: stigma, undertrained HR teams, and weak leadership buy-in top the list. Understand where the gaps are and what organizations that get it right do differently.
Earning an HRCI certification builds earning power. Within four years, the median HRCI certificant earns 33% more than they did before getting certified. That's double the salary growth of comparable HR professionals over the same period. See what the data shows about the career and financial impact of HRCI certification.
HR is ready to lead, but is the organization ready to let it? This 2024 HRCI and MindEdge research report surfaces a striking disconnect: while 88% of HR professionals believe HR should drive business strategy, only half say leadership agrees. Add in underfunding, understaffing, and persistent burnout, and the case for rethinking HR's role has never been stronger.
AI is reshaping the workplace, and HR professionals are watching closely. This HRCI and MindEdge survey of HR practitioners reveals how the profession is navigating AI adoption, persistent burnout, rising turnover, and the evolving push and pull of remote work. Find out where your peers stand, and what the data means for the work you do every day.
Browse our complete library of research reports, guides, and frameworks. Whether you're building a business case, navigating a workforce challenge, or staying ahead of what's next, the intelligence you need is here.
From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.
Over three-quarters of HR professionals use AI weekly, but most have had little to no training. Learn how to build real confidence and capability starting today.
Explore how HR can turn AI adoption into a strategic advantage—balancing innovation with ethical responsibility.
This research-backed guide gives HR professionals the data and practical steps to build a recovery-friendly culture that reduces risk and supports your people.
The report explores the realities of managing DEI programs in today’s climate—where values alignment, stakeholder trust, and business performance are all on the line.
This report provides critical insights and actionable strategies for HR leaders to foster a more harmonious and productive work environment.
HRCI webinars go beyond the basics. Each session unpacks the trends, data, and real-world strategies HR professionals need to lead with confidence today and adapt to what's coming next.
News and perspectives on the issues driving the HR profession forward.
The Biden Administration included paid family and medical leave in the recently released American Families Plan. The proposal, which would be phased-in, guarantees 12 weeks of paid parental, family, and personal illness leave by the program’s tenth year. It also promises workers three days of paid bereavement leave annually. The program would provide workers with up to $4,000 per month, with an average of two-thirds of average weekly wages replaced. The Administration estimates that the program would cost $225 billion over a decade.
Ever since the passage of the Family and Medical Leave Act (FMLA), which provides up to 12 weeks of unpaid family and medical leave, there have been proposals to make FMLA leave paid.
Since 2013, the Family and Medical Leave Insurance Act (H.R. 804, S. 248) has been introduced and has always had many cosponsors. The bill would establish a Family and Medical Leave Insurance Trust Fund that would provide up to 12 weeks of paid family and medical leave due to the serious health condition of the individual or a relative, including a domestic partner. The initial maximum monthly payment would be $4,000, and this amount would be indexed to the national average wage index in subsequent years. The newly established trust fund would be financed through a payroll tax of 0.2% of wages paid by both employees and employers.
The Families First Coronavirus Relief Act (FFRA) established a temporary emergency paid family and medical leave, which expired on Dec. 31, 2020. However, due to the passage of the Federal Employee Paid Leave Act, since Oct. 1, 2020, federal employees have been provided with up to 12 weeks of paid parental leave due to the birth or placement of a child for either adoption or foster care.
During the Trump Administration, the Department of Labor had issued final regulations making it easier for employers to classify workers as independent contractors. The rules were due to take effect on March 8, 2021, but with the change in administrations, the Department of Labor announced on March 4, 2021, that it was delaying the effective date until May 7, 2021. As a result, on May 6th, the Department of Labor withdrew the regulations. The reasons the Labor Department cited for the withdrawal included:
“The independent contractor rule was in tension with the FLSA’s text and purpose as well as relevant judicial precedent.
“The rule’s prioritization of two “core factors” for determining employee status under the FLSA would have undermined the longstanding balancing approach of the economic realities test and court decisions requiring a review of the totality of the circumstances related to the employment relationship.
“The rule would have narrowed the facts and considerations comprising the analysis of whether a worker is an employee or an independent contractor, resulting in workers losing FLSA protections.”
The Coalition for Workforce Innovation filed a lawsuit in the United States District Court for the Eastern District of Texas, claiming the Biden Administration, in delaying and withdrawing these regulations, violated the Administrative Procedure Act. In addition to withdrawing the regulations, the Department of Labor also rescinded several Wage Hour Opinion Letters that used the proposed regulations as the basis for determining independent contractor status.
President Biden signed an executive order to increase the minimum wage for federal contractors to $15 per hour. The increased minimum wage will be effective on January 30, 2022. Starting January 1, 2023, and every subsequent year, the minimum wage will be increased by the amount the Consumer Price Index for Urban Wage Earners and Clerical Workers goes up. For federal contractors who receive tips, the cash wage they must be paid will be $10.50 per hour effective Jan. 30, 2022, and on Jan. 1, 2023, it will be 85% of the minimum wage for federal contractors. Starting Jan. 1, 2024, the minimum wage for tipped employees will be the same as that of federal contractors. The Secretary of Labor is directed to issue regulations implementing this executive order by Nov. 24, 2021. The executive order is available to read on the White House's official website.
The Biden Administration supports legislation (H.R. 603, S. 53) to raise the minimum wage over several years until it reaches $15 per hour in 2025. This proposal was included in the American Rescue Plan that passed the House of Representatives, but was removed during Senate consideration of the legislation.
The Department of Labor has issued model notices for the continuation of COBRA coverage under the American Rescue Plan Act. The Labor Department advised that using a model election notice will constitute good faith compliance with the election notice content requirements in both COBRA and the American Rescue Plan Act.
The American Rescue Plan Act includes a 100% COBRA subsidy for up to six months, starting on April 1, 2021, and ending on Sept. 30, 2021. The employer is responsible for paying the COBRA premiums for assistance eligible individuals. Such premiums will be recoverable by the employer through payroll tax credits when filing quarterly FICA tax returns. To qualify, individuals must be eligible for COBRA continuation coverage due to an involuntary termination of employment or reduced hours and choose COBRA continuation coverage. The COBRA subsidy is also available for those who lost coverage before April 1, 2021, and who are either on COBRA as of April 1 or who did not choose COBRA. This provision does not extend COBRA coverage beyond the 18 months provided for in the law.
The U.S. Equal Employment Opportunity Commission (EEOC) held its first all-virtual Commission hearing on Wednesday, April 28.
The hearing considered the impact of the COVID-19 pandemic on workers, the difficulties employers face in navigating potential employment discrimination issues raised by COVID-19, and future challenges the pandemic may present for employees and employers. EEOC Chair Charlotte A. Burrows stated: “Today’s testimony makes clear that, while the pandemic continues to have serious impacts on public health and our economy, it has also created a civil rights crisis for many of America’s workers.” Additional information on the hearing is available on the EEOC's website.
Neil Reichenberg is the former executive director of the International Public Management Association for Human Resources. He is an attorney, a frequent writer and speaker on public policy and human resource issues, and an adjunct faculty member at George Mason University. For questions or additional information, contact Reichenberg at [email protected].