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.
Three federal agencies have authorized providing employees as part of wellness programs with up to a 30% premium discount if they have been vaccinated for COVID-19. The Congress has funded the federal government and increased the debt limit until early December. COVID-19 employment related cases continue to increase and the EEOC has filed additional lawsuits alleging discrimination against individuals with disabilities.
Congress Funds the Government & Increases the Debt Limit Temporarily – Congress has passed bills funding the government and raising the debt ceiling until December 3, 2021. The agreements averted both a partial government shutdown and a possible default by the federal government on its obligations. Before the December 3rd deadline, Congress needs to enact legislation funding the federal government either for a limited time or the balance of the fiscal year, which ends on September 30, 2022, and either raising or suspending the debt ceiling.
Health Insurance Plans Can Provide Vaccination Premium Discounts – On October 4th, the Departments of Labor, Health and Human Services, and Treasury issued guidance in the form of frequently asked questions that allow health insurance plans as part of wellness programs to provide incentives to those who get COVID-19 vaccinations. Previous regulations provided for two types of wellness programs – participatory and health-contingent. The health contingent programs are divided into activity-only and health outcomes. The guidance provides that vaccine incentives would be part of health-contingent, activity-only wellness programs and incentives cannot exceed 30% of the total cost of medical plan coverage.
The guidance from the three agencies provides that incentives for getting a COVID-19 vaccination must comply with the following five criteria for activity-only wellness programs:
The guidance includes an example of a plan that would qualify as an activity-only health contingent wellness program. The example states that a group health plan offers a 25% premium discount off the cost of the employee-only coverage to all participants who receive a COVID-19 vaccination. To help facilitate participants receiving the vaccination, the plan maintains a toll-free hotline to answer questions about COVID-19 vaccinations and offers to assist in scheduling appointments to receive a COVID-19 vaccination. The plan provides the same premium discount to individuals for whom it is unreasonably difficult due to a medical condition or is medically inadvisable to obtain a COVID-19 vaccination provided the individual agrees to comply with the CDC’s mask guidelines for unvaccinated individuals. The plan also provides notice of the availability of this alternative to all participants. Participants may qualify annually for this premium discount. The reward the plan provides in connection with the vaccine incentive program does not exceed 30 percent of the total cost of employee-only coverage and the opportunity to qualify is offered annually. This program is also reasonably designed to promote health and prevent disease, as the program rewards individuals who obtain a COVID-19 vaccination, while the reasonable alternative standard is not overly burdensome, and is also designed to prevent infection with the virus that causes COVID-19.
Over 3,600 COVID Employment Lawsuits Filed – According to the COVID-19 employment litigation tracker established by the law firm of Fisher Phillips, a total of 3,638 employment related COVID lawsuits had been filed through October 4, 2021. The most common allegations raised in these cases concerned remote work and leave conflicts followed by retaliation and whistleblower claims. The most cases have been filed against employers in the following areas: 1) healthcare, 2) retail, 3) manufacturing, 4) government, and 5) education. The states in which the most claims have been filed are California, New Jersey, New York, Florida, and Ohio.
EEOC Files Two COVID Related Disability Lawsuits – The Equal Employment Opportunity Commission (EEOC) filed two lawsuits in US District Courts in Texas claiming that two employers violated the Americans with Disabilities Act (ADA) by discriminating against employees with disabilities.
In EEOC v. U.S. Drug Mart, filed in U.S. District Court for the Western District of Texas, El Paso Division, the EEOC alleged that the pharmacy discriminated against a pharmacy technician with asthma who requested that his employer accommodate him by allowing him to wear a facemask at work to protect him from COVID-19. The employer prohibited wearing masks and the EEOC contended that because he requested this accommodation, the employee was harassed, sent home twice, taunted, and humiliated resulting in his quitting.
In EEOC v. 151 Coffee, LLC, filed in the U.S. District Court for the Northern District of Texas, Fort Worth Division, the EEOC alleged that the employer violated the ADA by denying reasonable accommodation to two baristas with disabilities and terminating their employment. The EEOC stated that the employees were ready and willing to work, but the employer would not allow them to return to work until a vaccine for COVID-19 was developed.
The EEOC is seeking back pay, compensatory and punitive damages, and injunctive relief in both cases. In announcing the litigation, EEOC senior trial attorney Meaghan Kuelbs stated the employers “took actions in response to the COIVD-19 pandemic that had the effect of discriminating against disabled employees in violation of the ADA.”
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].