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Many employers want more employees back in the office, but few want to relive the backlash that followed earlier return-to-office mandates. Instead of issuing rigid requirements, organizations are increasingly relying on quieter, less confrontational approaches that nudge behavior without sparking open resistance. For HR teams, these strategies can be effective, but only when applied thoughtfully and equitably.

It’s fine to have a more casual dress code if that suits your company’s culture and industry; however, it’s still a good idea to have a dress code in place. Be sure that your dress standards are inclusive of all cultures, religions and gender identities.

The flu is surging well beyond typical seasonal levels, and HR leaders can’t rely on outdated policies to protect their workplaces. A clear, current flu policy that is shared with employees helps limit workplace spread, reduce confusion and show employees that health and safety remain priorities.

On Dec. 11, President Trump signed an executive order on artificial intelligence aimed at promoting the United States as a global leader in AI development. Almost immediately after, New York Governor Kathy Hochul signed legislation that will establish new state rules on the development of AI models.

I am an HR manager at a big nursery with hundreds of greenhouses, and we provide our employees with portable toilets. It was brought to my attention by the cleaner that he found a cut-up soda can and a syringe in one of the potties. I have never encountered any drug use at our nursery, and I am not sure how I can handle this situation.

Workplace conversations about inclusion often rise and fall with the calendar. Recognition months prompt reflection, learning and good intentions, but those efforts don’t always translate into day-to-day behavior. HR teams sit at the center of that gap, with the opportunity to turn moments of awareness into practical habits that shape how employees experience work year-round.

A recently filed EEOC lawsuit against JCPenney highlights how employers must account for absences under an attendance point system. While such systems cut down on employees whose absence causes scheduling problems, managers and supervisors must be trained on how to handle call-offs that may be covered under the FMLA, ADA and PWFA.

There’s a new legal decision that offers guidance on how far employers should go in anti-harassment policies and what does not amount to sexual harassment.

Make it a policy to post your company’s holiday schedule every year. You should also clearly state your policy on paid versus unpaid holidays in your handbook.

The federal government is heading for a showdown with states over who gets to shape the future of AI. A White House executive order outlines an aggressive plan to challenge state-level AI regulations through lawsuits and potential limits on federal funding.