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.
Substance use disorder affects far more workers than many organizations may realize. Its effects can show up in absenteeism, turnover, benefits costs, employee well-being and, in some cases, workplace safety.
For HR, that means thinking more broadly about what it means to support employees experiencing substance use disorder or working to sustain recovery. That certainly includes quick access to treatment and benefits, but it also involves the everyday workplace conditions that can make it easier, or harder, for someone to recover.
The scope of the issue is significant. In 2025, 44.6 million Americans age 12 and older met the criteria for a past-year substance use disorder. Yet only a fraction of those who needed treatment received it.
HRCI's own research suggests employers also have work to do. In this year's State of HR survey, one in five respondents said they had personally witnessed substance use on the job. And when we asked how prepared their organizations were to support employees in recovery compared with a year ago, 60% said they were no more prepared, including 13% who said they were less prepared.
These findings raise important questions for HR: How can we enable our own teams to support employees with SUD? And are we creating recovery-friendly workplaces where employees can seek help without putting their careers at risk?
These questions are at the heart of HRCI's new report, Recovery as a Workforce Strategy: How HR Can Play a Leadership Role and Address Substance Use Disorder in the Workplace. The report examines the impact of SUD on the workforce and, more importantly, the role HR can play in creating workplaces where employees can seek help and sustain recovery.
Recovery support is often treated primarily as a wellness initiative, but its implications reach much further.
A CDC analysis of 2018 employer-sponsored insurance data estimated that diagnosed SUD accounted for $35.3 billion in annual medical spending. Department of Labor data also shows that workers with SUD take nearly 50% more unscheduled leave and have a 44% higher turnover rate than their average colleagues.
The data on recovery tells another important part of the story. Employees in recovery average nearly 10% fewer unscheduled absences and have a 12% lower turnover rate than the overall workforce.
When employees are able to access treatment and sustain recovery, the benefits extend beyond the individual. Organizations can retain experienced employees, reduce disruption, and create healthier, more stable workplaces.
That is why recovery enablement belongs alongside other workforce priorities, including employee well-being, retention, benefits, and workplace culture.
Supporting recovery does not mean asking HR professionals to become health care providers. Our role is to make sure employees have access to appropriate policies, benefits, resources, and workplace support.
Substance use disorder should be approached with that same understanding.
For HR, that can mean examining whether policies unintentionally discourage employees from seeking help. It can mean ensuring benefits provide meaningful access to treatment. It can mean training managers to respond appropriately when an employee needs support. And it can mean building a workplace culture where asking for help does not feel like putting a career at risk.
A recovery-friendly workplace supports employees who are seeking or sustaining recovery through its policies, benefits, practices, and culture. Some organizations are formalizing that work through certification from the National Recovery Friendly Workplace Institute, an initiative of Global Recovery Initiatives Foundation. The process helps organizations translate a commitment to recovery into workplace practices. HRCI has proudly held this certification since 2024.
The 2026 National Recovery Friendly Workplace Convening
The framework encourages thoughtful assessment that can help HR teams identify where their policies and practices are strong and where more work may be needed.
HR already has many of the capabilities this work requires. We develop policies, prepare managers for difficult conversations, evaluate benefits, and shape workplace culture. The opportunity is to apply that expertise to recovery with the same care and intentionality we bring to other workforce issues.
Federal data show that fatal workplace overdoses remain far above where they were a decade ago, even after declining from 512 deaths in 2023 to 410 in 2024. Behind those numbers are employees, families, colleagues, and workplaces affected by substance use.
For me, that is the central message of this work. Recovery should not enter the conversation only after a crisis or when an employee asks for help. HR should be looking ahead, making sure the right policies, benefits, manager support, and workplace practices are already in place when employees need them.
That means looking closely at our organizational culture. As HR leaders, we have a responsibility to make sure employees have the support they need to remain part of the workforce and continue to thrive.