Key Considerations in 2025

Key Considerations in 2025

by Justine Carroll, on January 17, 2025
As the new year begins, HR departments have a unique opportunity to set the tone for the months ahead. Below is a summary of important changes to be aware of as you prepare to ensure your business stays compliant with an ever-expanding patchwork of laws and regulations for 2025. Landrum is here to provide updates and our partnership within these areas as you navigate through 2025. Here are some key areas HR should focus on to ensure a productive and positive year:
 
  1. Review and Update your Practices and Policies
The start of the year is an ideal time to review company policies and procedure. Ensure they are up-to-date with any new laws or regulations and reflect the current needs of the organization. This includes policies on remote work, health and safety, time off, attendance and dress code. Landrum can provide customized handbooks and best practices to help with this crucial aspect of your business.
 
  1. Compliance Changes
Ensure your organization is compliant with all relevant laws and regulations. This includes labor laws, state specific paid time off and leave changes, data protection regulations, and industry-specific requirements. Working with your Landrum representative to conduct regular audits and risk assessments can help identify and mitigate potential issues.
 
  1. Training and Development
Investing in employee development is key to retaining talent and fostering growth. Identify skill gaps and provide training opportunities that align with both individual career goals and organizational objectives. This could include workshops, online courses, or mentorship programs. Landrum offers free webinars throughout the year to keep you current on the latest developments. We can also create customized trainings for your unique business or industry.
 
  1.  Pay Equity: More and More States are adding new laws surrounding transparency
As we’ve seen over the past year, pay transparency gained more traction in 2024 at the state level. We anticipate this trend to continue, that more states consider laws requiring employers to disclose salary ranges and benefits in job listings. There may be other changes that will also affect recruitment such as bans on former salary questions, gaps on resumes and other related requirements. Landrum offers customized compensation reviews as well as recommendations on how to stay compliant.
 
  1.  Immigration: Heightened Enforcement and Policy Changes
The new administration promises to focus on immigration enforcement. As government agencies are planning for an aggressive enforcement strategy, employers should take well-defined steps to preserve operations and their workforce for potential ICE audits and raids. We also expect heightened scrutiny regarding I9 verification under E-Verify and visa programs. Landrum is here to partner with you as new requirements are disclosed.
 
  1.  Strategic Planning
Align HR goals with the overall business strategy. This involves understanding the company's long-term objectives and ensuring that HR initiatives support these goals. Regularly review and adjust your HR strategy to stay on track. Landrum's HR Business Partners and Managing Consultants are here to partner with you to design and implement efficiencies to make your business run smoother.

By focusing on these areas, HR can create a supportive and dynamic work environment that drives success throughout the year. Landrum is here to support you and provide guidance in each area. Whether you need assistance with recruitment, employee relations, compliance, or benefits administration, we're committed to providing the expertise and resources you need to succeed.

Upcoming Webinars:

To help you stay informed and ahead of the curve, we are offering a series of webinars throughout the year. These sessions will cover a range of topics, including compliance updates, employee development, and strategic planning.
 
99
Justine Carroll

Justine is a Managing Consultant at LandrumHR. She holds a Senior Professional in Human Resources certification and a B.A. in Psychology from the University of Colorado Boulder. With 23 years of HR experience, Justine has served as an internal HR Director, ran her own consulting business, and worked in PEO for 10 years.

View more blogs by Justine Carroll