How HR Challenges Will Change and Transform from 2017 to 2018


As the new calendar year draws closer, employers are bound to face challenges and obstacles when it comes to complying with new federal, state and local laws, maintaining their workplaces and managing their workers.

2017 to Date

HR and employers have faced a myriad of challenges in the workplace this year. From new laws and regulations to societal trends, technological changes and cultural shifts, employers were compelled to review their workplace policies and procedures in a meaningful way. Based on XpertHR’ s survey and complimentary whitepaper, the following issues were top of mind for HR and employers:

• Anticipating Donald Trump’s presidency and the effect of a Republican controlled Congress on workplace laws and regulations;
• Minimizing the risk of a cyber breach in an increasingly digital society;
• Managing increased employer obligations when it comes to leave laws on the state and municipal level (family and medical leave, paid sick leave, emergency responder leave and military leave);
• Navigating the evolving workforce from the gig economy and alternative work arrangements to telecommuting and new ways of working; and
• Maintaining a diverse workforce as well as preventing discrimination and harassment in an increasingly global world.

Fast Forward to 2018

So what will 2018 bring when it comes to HR compliance and workplace issues? While many issues may remain the same, employers will contend next year with emerging compliance challenges that are sure to influence their workplaces and the way they do business.

The Republican controlled federal government has had an enormous effect on numerous workplace priorities such as:

Immigration issues (i.e., the travel ban, new Form I-9 requirements and hiring visa workers);
• Decreased federal employment regulations;
• The future of health care and the Affordable Care Act; and
• The conservative makeup of the Supreme Court.

Against this backdrop, states and municipalities have been taking an active role and passing legislation to aid workers and provide them with increased rights and protections in the workplace such as:

Predictable scheduling laws;
• Ban the Box measures/Fair chance laws;
• Paid sick leave laws;
• Paid family/parental leave;
• Pay equity measures;
• Reasonable accommodation laws;
Laws legalizing marijuana for medical and/or recreational purposes.

Additionally, in the rapidly changing 21st century, employers need to be ready to confront the following issues of critical importance to protecting the health, safety, security and emotional wellbeing of their workers and maintaining a fair and compliant workplace:

• Closing the wage gap and increasing pay equity for women and minorities;
• Preparing for the use of robotics, artificial intelligence (AI) and automation;
• Managing a workplace supportive of LGBT individuals;
• Understanding the substance abuse/heroin and opioid addiction epidemics;
• Handling employee mental health issues;
• Making workplaces more family friendly; and
• Preparing and responding to an active shooter/workplace violence.

In order to obtain a firm grasp on the critical challenges HR and employers will face in 2018, XpertHR is conducting a survey on the Most Challenging HR Issues for 2018.

We invite you to share with us the trends and challenges you believe you will face in 2018 and impact your workplace. This survey should only take approximately 10 minutes and your specific responses will be anonymous. The survey closes on Monday October 16, 2017 so act fast.

To show our appreciation for taking our survey, we will be awarding a $100 Amazon gift card to three lucky winners. Participants will also receive a copy of the survey report via email before it is released to the public.

Take part in this survey now





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2 Responses to How HR Challenges Will Change and Transform from 2017 to 2018

  1. Avatar
    January 9, 2018 at 6:45 am #

    It will indeed be interesting to see how employers tackle the legalization of medical and recreational marijuana. It would be naïve to assume that employees would not resort to it in the offices during work hours. Whether it will affect the productivity in a good or bad way remains to be seen. Also, how would fellow colleagues treat the individuals who use it? Tricky situation for any HR.

    • David Weisenfeld
      January 10, 2018 at 2:40 pm #

      Thanks for your comment Fredrick. Tricky situation indeed.