In Brief Mid-market employers face rising complexity in leave administration as laws evolve and employee expectations grow. New data from NFP’s 2026 U.S. Leave Management Report highlights five trends: sick leave harmonization, uneven PTO usage, redesign of admin models, parental-leave equity, and expanded holiday calendars. Use these insights to reduce risk, lift engagement, and free HR capacity for strategic work.

I was recently delivering the results of an employee engagement survey to one of our clients. The survey results indicated that employees felt they were not paid competitively and that the available bonus opportunities were not sufficiently incentivizing. Leadership didn’t quite understand why employees felt this way — after all, they thought they had done all the right things.

As of September 30, 2025, federal contractors once again face the uncertainty of a possible government shutdown. If Congress does not reach a budget agreement, agencies will shut down operations that are not deemed “excepted,” which immediately impacts thousands of contractors nationwide. For businesses that rely on federal contracts, shutdowns are disruptive and stressful, raising questions about employee pay, benefits, contract performance, and overall business continuity. While no organization can control the political process, HR and business leaders can control how they respond. This article outlines the critical steps to take in the event of a government shutdown, helping to protect both your workforce and your business.

Last year, Gallup conducted a major survey on the obstacles that hinder professional development. Employees, leaders, and HR professionals were all in agreement about the number one problem: time.

For HR professionals, the annual open enrollment period is one of the busiest times in your calendar. With sharp renewal cost increases sweeping the market, thoughtful strategy and communication are more critical than ever. Getting open enrollment right is an essential part of the overall employee experience. Benefits changes are a significant concern for your team, and they need to know they can trust you to address their needs.

Recently, we've needed to help some of our clients through a RIF. When companies need to perform a Reduction In Force (RIF), they face two major questions: how do we maintain compliance during the RIF, and how do we show kindness and support to the people affected?