Conscious unbossing is the latest phrase to enter the workplace lexicon. It sits somewhere between quiet quitting and bare minimum mondays in the proverbial dictionary being written by Generation Z workers on the screens of social media.
Better known as Gen Z, this generation was born between 1997 and 2012. They began entering the workforce around 2020. Having grown up amid the Great Recession and the pandemic, they are cynical and it is coloring their view of work. Perhaps, the most telling trend to date is conscious unbossing or the practice of avoiding management roles.
More than half of Gen Z workers surveyed by Robert Walters said they don’t want to be middle managers. In other words, they prefer conscious unbossing. Clearly, Gen Z workers are shunning traditional career paths and norms that society has accepted for ages.
The Rise of Conscious Unbossing
Workers from the Baby Boomer and Gen X generations might not understand conscious unbossing. Why wouldn’t a professional want to be promoted and gain all the benefits of this achievement? After all, moving into management usually means a better title, higher salary, and sometimes even perks. It’s puzzling to those who paid dues, shot up the ladder, and aimed for these roles as they reached for the top.
However, the same Robert Walters survey showed that 69% of Gen Z say middle management is too high stress, low reward. While 36% of those surveyed said they expect they will have to eventually become a manager, 16% said they were adamant that they will avoid middle management all together.
Why Avoid Promotion?
To understand why so many people responded to say they did not want to become managers, one must look at the priorities of Gen Z. As inflation rose, employees’ wages remained stagnant, but the burdens of their jobs intensified. Previous surveys have indicated that young workers prize wellness and work-life balance. Many outlets have reported that more than 70% of Gen Z prioritizes work-life balance. In the last year, Forbes reported that Gen Z takes more sick days than older generations.
The small salary increases don’t seem to add up enough for Gen Z workers to take on middle management roles because they see them as disrupting their mental wellness. The additional stress is not worth the monetary reward or prestige. Instead, the Robert Walters survey showed that young workers are more interested in developing their own professional skills and carving their own path rather than traditional promotions.
How Employers Should Rethink Their Organizations
With conscious unbossing becoming more popular, business structures might not withstand time.
“Mid-management has been the glue that holds the organizational book together for decades, acting as the bond between senior management and individual contributors,” according to Forbes. “However, if those same senior leaders don’t pay attention to Gen Z’s views on leadership, there will be a talent and succession plan crisis in the years ahead.”
Some have suggested shifting to organizational structures that can be called flat or horizontal because they will not have traditional managers. Instead, people will work collaboratively. People will still lead but unencumbered by titles and supervisory duties. A few companies might already be experimenting. About 30% of cuts at Meta and Citigroup were to middle management.
While Gen Z is pushing the envelope and forcing older generations to reconsider their preconceived beliefs about work, one in four hiring managers said graduates were unprepared for entry-level roles. They cited poor work ethic, lack of professionalism, and insufficient interview skills. Indeed, 12% of hiring managers said they intended to avoid hiring recent graduates all together in 2025.
The truth is, however, Gen Z will be in charge eventually. Their ideas about work will likely get incorporated into the next generation workplace. Then, these social media-adapted catchphrases like conscious unbossing may become the norm.
Most organizations treat employee benefits like a seasonal event. Open enrollment brings a flurry of activity – emails, seminars, and even benefits fairs. However, communication often dwindles after this initial push, leaving employees confused and underutilizing their valuable benefits.
This is a missed opportunity. Research shows that employees crave more benefits education, spending hours researching their options. By proactively engaging employees throughout the year, organizations can:
Improve Employee Understanding: Ongoing communication helps employees retain information and make informed decisions, rather than relying solely on a single, overwhelming open enrollment period.
Reduce Confusion & Mistakes: Employees often make costly mistakes, such as under-saving for healthcare expenses or failing to utilize valuable benefits like employee assistance programs. Consistent communication can help them avoid these pitfalls.
Boost Benefits Utilization: Regular reminders encourage employees to actively use their benefits, such as gym memberships, financial counseling, or legal services, leading to improved well-being and reduced stress.
Enhance Employee Engagement: When employees understand and utilize their benefits, they experience increased job satisfaction, reduced stress levels, and improved overall well-being, leading to higher productivity and retention rates.
Gain Valuable Insights: Year-round communication allows HR teams to gather valuable data through employee surveys and feedback, enabling them to refine their communication strategies and better address employee needs.
Building a Successful Communication Plan
Two primary approaches can guide your communication strategy:
Calendar-Based: This traditional approach focuses on pre-determined themes for each quarter or month, aligning with seasonal trends and employee needs. For example, Q1 might focus on retirement planning, Q2 on health and wellness, Q3 on family-related benefits, and Q4 is Open Enrollment season.
Action-Based: This more modern approach triggers communication-based on employee actions, such as when they file a claim or contribute to their Health Savings Account (HSA). This ensures communication is most relevant when employees are actively engaged with their benefits.
Key Considerations:
Go Beyond the Booklet: Get creative with your content! Repurpose your open benefits booklet and enrollment presentations into a variety of formats. Utilize diverse communication channels, such as emails, podcasts, newsletters, intranet resources, text messages, and interactive online tools to make information easily accessible.
Focus on Employee Needs: Tailor your communication to address specific employee concerns and questions, such as how to reduce healthcare costs or plan for retirement.
Measure and Refine: You can’t manage what you can’t measure. Be sure to track the effectiveness of your communication efforts through surveys, employee feedback, and utilization data. Use these insights to refine your strategy and improve employee engagement.
Benefits education is communicating information about available benefits in ways that employees can connect to and understand. Communicating benefits information year-round is important because employees’ lives – and their situations – are constantly changing. They get married, divorced, adopt a child or have medical challenges arise.
If employees are engaged with their benefits throughout the year, they are more likely to value and use their benefits and will be better informed about their decisions and/or changes they need to make during the next Open Enrollment period!
February is American Heart Month, a time to raise awareness about cardiovascular health and how to keep your heart in top condition. Are you taking steps to protect your heart? You can actively reduce your risk for heart disease by adopting a healthy diet, staying physically active, and managing your cholesterol and blood pressure.
Heart disease is responsible for nearly one-third of all deaths worldwide. Experts and research consistently emphasize exercise as a key factor in maintaining heart health, but diet also plays a major role in lowering the risk of heart disease. A balanced diet, mindful portion sizes, and enjoying the foods you eat are essential to long-term success in heart health.
Let’s take a closer look at four key components of a heart-healthy diet and how you can incorporate them into your daily routine:
1. Fruits and Vegetables
Leafy greens are packed with vitamins, minerals, and antioxidants that support heart health. A review of eight studies found that eating more leafy greens was linked to up to a 16% reduction in heart disease risk.
2. Healthy Proteins:
Lean meats, poultry, fish, low-fat dairy, and eggs are excellent sources of protein. Legumes such as beans, peas, and lentils offer a low-fat, plant-based alternative. Replacing animal protein with plant-based options (like a black bean burger instead of a beef burger) helps reduce fat and cholesterol intake while increasing fiber.
3. Healthy Fats:
Not all fats are bad. Foods with monounsaturated and polyunsaturated fats are important for your brain and heart. Limit foods with trans-fats, which increase the risk for heart disease.
4. Whole Grains:
Whole grains are rich in fiber and essential nutrients that help manage blood pressure and support heart health.
Eating heart-healthy is a lifestyle choice—one that involves making nutritious, balanced food choices. What you eat affects nearly every aspect of heart health, including blood pressure, cholesterol, inflammation, and triglycerides. A well-balanced diet is key to maintaining a healthy heart and lowering the risk of heart disease. With a little planning and some simple substitutions, you can make heart-healthy choices a part of your daily life!
For employers subject to the Affordable Care Act (ACA), staying compliant with reporting requirements is non-negotiable. With 2025 due dates just around the corner, now is the time to prepare for distributing Forms 1095-C to employees and filing with the IRS. These forms provide essential information about health coverage offered to employees and are critical for demonstrating compliance with the ACA’s employer mandate. Missing these deadlines can lead to potential costly penalties and compliance headaches.
Key ACA Reporting Deadlines for 2025
Here are the critical dates you need to mark on your calendar for reporting on the 2024 tax year:
March 3, 2025:
Deadline for furnishing Form 1095-C to employees.
Employers must provide their employees with a copy of Form 1095-C, which details the health coverage offered, by this date.
February 28, 2025:
Deadline for paper filing with the IRS.
Employers filing fewer than 10 forms (aggregated with other forms, such as W-2, 1099) may submit paper forms to the IRS. Note: Paper filing is only an option for small employers below the e-filing threshold.
March 31, 2025:
Deadline for electronic filing with the IRS.
Employers submitting 10 or more forms are required to file electronically. The extra time provided for electronic filing gives employers a little breathing room, but it’s essential to plan ahead and avoid last-minute delays.
Penalties for Missing ACA Reporting Deadlines
Failing to meet ACA reporting deadlines can result in hefty penalties:
Late Furnishing to Employees:
Employers can be fined up to $310 per form for not providing Form 1095-C to employees by March 3, 2025.
Late Filing with the IRS:
Penalties start at $60 per form for filing within 30 days of the deadline but can escalate to $310 per form for longer delays.
Incorrect or Incomplete Information:
Filing forms with incorrect data, such as employee names or Social Security Numbers, can lead to additional penalties.
Intentional Disregard:
If the IRS determines that an employer intentionally ignored filing requirements, penalties can skyrocket to $630 per form with no annual cap.
Checklist to Stay on Track for ACA Reporting in 2025
Use this checklist to ensure timely and accurate submissions:
Verify Employee Data:
Review employee names, SSNs, and coverage details for accuracy.
Select Your Filing Method:
Determine whether you’ll file on paper (if eligible) or electronically. Ensure you have the necessary software for electronic submissions.
Monitor Deadlines:
Set reminders for March 3(employee furnishing), February 28 (paper filing), and March 31 (electronic filing).
Test Your Process:
If filing on your own, conduct a test submission through the IRS AIR system to identify potential errors before the official filing.
Leverage Technology:
Use an ACA compliance software solution to automate form generation, validation, and submission.
Train Your Team:
Ensure HR, payroll, and benefits teams understand the reporting requirements and deadlines.
Work with Experts:
Consider outsourcing ACA compliance to a trusted vendor if your internal resources are limited.
Conclusion
ACA reporting doesn’t have to be overwhelming—preparation is key. By understanding the deadlines, filing methods, and potential pitfalls, employers can stay compliant and avoid penalties. With the reporting season fast approaching, now is the time to finalize your plans, gather your data, and ensure you’re ready to meet the 2025 deadlines.
As we begin 2025, most HR professionals are thinking: ‘What will the top HR trends be?’ At HR Exchange Network, we have you covered! The world of HR is entering a pivotal phase of transformation. Economic shifts, breakthroughs in technology and evolving workforce expectations are pushing HR leaders to rethink their strategies. These forces aren’t just reshaping how businesses operate – they’re redefining the very fabric of leadership, culture and employee engagement!
This article explores the most pressing HR trends for 2025, offering insights and forward-thinking strategies to help organizations stay ahead. Whether it’s harnessing the power of AI, fostering wellbeing, or reimagining hiring practices, these trends will shape the future of work and HR’s role in driving it forward.
1. Human-centric Leadership in a Digital Era
The emphasis on leadership development remains critical in 2025, but the focus has shifted toward “human-centric leadership.” This trend highlights the importance of empathy, emotional intelligence and adaptability in navigating an increasingly digital workplace. According to McLean & Company’s HR Trends Report 2025, organizations that prioritize leadership development are 2.3 times more likely to excel in adapting to new opportunities and 1.9 times more likely to meet strategic goals.
Leaders face the dual challenge of managing a hybrid workforce while maintaining employee engagement and productivity. To meet these demands, HR must facilitate continuous learning opportunities and foster a culture of inclusion and transparency. Programs that emphasize coaching and peer-to-peer learning can equip leaders with the skills needed to navigate complex work environments.
2. The Integration of AI in HR Practices
Generative AI is revolutionizing HR processes, from recruitment and onboarding to employee engagement and analytics. According to Naomi Lariviere, Vice President of Product Management at ADP, businesses of all sizes can leverage AI to boost productivity and streamline HR operations. Yet, only 7 percent of organizations currently have a formalized AI strategy, underscoring the untapped potential in this area.
HR teams must adopt a two-pronged approach to AI: using it to enhance internal workflows and guiding employees through its broader implications. For example, AI-powered tools can automate time-consuming tasks such as resume screening and compliance monitoring, freeing HR professionals to focus on strategic initiatives. Additionally, HR should address employee concerns about job security by emphasizing the complementary role of AI in augmenting human capabilities rather than replacing them.
3. Prioritizing Employee Wellbeing
Employee wellbeing is projected to move from being a “nice-to-have” to a central business priority. Stressors such as job insecurity, burnout and rapid technological change are taking a toll on the workforce. McLean & Company’s research reveals that while 70 percent of HR leaders cite economic stability as a key threat to well-being, investment in financial wellness initiatives remains limited.
Speaking to HR Exchange Network, Kate Palmer, Employment Services Director at Peninsula emphasised the importance of employee wellbeing in retention strategies. “We predict a focus on employee retention, more specifically prioritizing employee wellbeing. In the modern workplace, well-being and work-life balance are becoming increasingly important when it comes to an employee’s satisfaction in the role,” she notes.
Programs that promote physical, mental and financial wellness are critical to addressing these challenges. Also, as Palmer highlights, “The remote working debate, as one of the key factors, will continue to be prevalent throughout the year with employers looking to balance the needs of their operations and the desires of their employees.”
According to the American Psychological Association, 77 percent of employees recently reported experiencing work-related stress. To address this, companies are integrating mental health days, telemedicine and wellness apps as scalable solutions. Employee wellbeing programs are now seen as critical for productivity and burnout prevention.
Also, Heka’s report on 2025 wellbeing trends highlights a shift in employee preferences, where individuals are choosing benefits that directly impact health and wellbeing. Arguably, this signals that employers investing in targeted wellbeing strategies can significantly improve satisfaction and loyalty.
A holistic approach to wellbeing – addressing physical, mental and financial health – is essential. Organizations should consider implementing programs that promote work-life balance, provide access to mental health resources and offer financial planning support. Transparent communication and regular check-ins can further enhance employee morale and reduce attrition.
4. The Rise of Skills-Based Hiring
To tackle talent shortages, many organizations are shifting from credential-based hiring to a skills-first approach. Research shows that 90 percent of companies adopting this model report a reduction in mis-hires, while 94 percent agree it is more predictive of on-the-job success.
This trend challenges traditional hiring practices by valuing practical experience and transferable skills over formal education. HR leaders can support this shift by reassessing job descriptions, removing unnecessary degree requirements and investing in upskilling programs. Initiatives such as internships, apprenticeships and mentorship schemes can also help build a robust talent pipeline.
5. Pay Equity and Transparency
Pay equity and transparency are under the spotlight as regulatory requirements increase and employee expectations evolve. Over the past two years, more than 12 U.S. states and Washington, D.C., have enacted pay transparency laws, with several more jurisdictions considering similar measures.
In the UK, recent Office for National Statistics (ONS) data suggests that three-quarters of all jobs had a gender pay gap in 2024, alongside pay equality being included in the Employment Rights Bill. Palmer states that she also “expects there to be a move to increased transparency from employers when it comes to salary and pay.”
To stay ahead, HR teams must conduct regular pay audits and benchmark salaries against industry standards. Transparent communication about pay structures and equity initiatives can foster trust and strengthen employer-employee relationships. As Meryl Gutterman, Senior Counsel at ADP, advises, “Understanding your pay data and effectively communicating about it can improve employee trust and engagement.”
6. The Shift toward Geographically Dispersed Teams
The rise of remote work has created opportunities to tap into talent pools beyond traditional geographic boundaries. From February 2020 to June 2023, the share of long-distance remote workers increased from 23 percent to more than 31 percent, according to industry studies. This trend offers benefits such as enhanced worker-job matching, improved work-life balance and reduced turnover.
One of Indeed’s top six key labor market trends for 2025 emphasizes the value of flexibility. Remote work remains a key offering, with 7.8 percent of job postings still advertising remote options – well above pre-pandemic levels, according to Indeed’s Jobs and Hiring Trends Report. Employers embracing skills-based hiring, reducing degree requirements, and offering pay transparency, flexibility, and benefits will attract the most talent in 2025.
In the UK, Seb Maley, CEO of Qdos arguees that the “increase to employers’ National Insurance, due to take effect on 6th April 2025, means the cost of hiring employees is set to increase. This may well force the hand of businesses and encourage them to source flexible workers, many of whom can be engaged in a more cost-efficient manner than traditional employees. This, in my opinion, is no bad thing and many firms stand to benefit from the flexibility and skills these temporary workers can offer.”
However, managing a distributed workforce comes with challenges, including compliance with diverse labor laws and maintaining organizational culture. HR must implement tools and practices to foster collaboration, ensure equity and provide consistent employee experiences across regions.
7. Wage-and-hour Compliance in a Dynamic Regulatory Landscape
Changes in wage-and-hour regulations are creating new complexities for employers. For example, discussions around a four-day workweek and evolving overtime rules are prompting organizations to revisit their policies. In California, recent court rulings on work-time calculations further highlight the need for meticulous compliance.
HR teams must stay informed about regulatory updates and adapt their practices accordingly. Proactive measures, such as investing in compliance technology and training managers on new policies, can mitigate risks and ensure fair treatment of employees.
The HR landscape in 2025 will be defined by its adaptability to economic, technological and social changes. By focusing on human-centric leadership, embracing AI, prioritizing well-being and adopting equitable practices, organizations can position themselves for success in a rapidly evolving environment. As these trends unfold, the role of HR as a strategic partner will be more critical than ever, shaping not only the workforce but the future of work itself.
