Below are resources for HR leaders on how to navigate policy changes impacting the world of work as President Trump’s second term gets underway.Â
By The Editors
As President Trump and his administration are sworn in, organizations across the United States are preparing for a bevy of policy changes aiming to reshape the American workforce. On the regulatory front, the incoming presidential administration has promised significant changes to labor and employment law, including stricter immigration standards, a potential rollback of diversity, equity, and inclusion policies on the EEOC, and the elimination of taxes on tips. Â
HR leaders can view the resources below as they begin to navigate the new presidential administration.
Note: This page will be updated periodically as the Trump administration continues to implement policies impacting the world of HR.
Resources for HR Leaders
Election Results Unlikely to Impact Hiring or Business Growth
A recent HRO Today flash report, sponsored by Sevenstep, finds 50% of surveyed HR leaders anticipate that the results of the U.S. presidential election will have little to no impact on their organization’s plans to grow their business. Additionally, the outcome of the election will not significantly change talent acquisition plans for the next 12 months. Growing the workforce is a priority for nearly eight in 10 respondents, and confidence in the ability for organizations to meet business goals remains largely unchanged as a result of the election.
From NPR: Trump calls DEI programs ‘illegal’ and ‘immoral’. Here’s how he’s ending them
On Jan. 20, President Trump issued an executive order terminating what he calls “illegal and immoral” diversity, equity, inclusion, and accessibility (DEIA) programs within the federal government. The following day, Charles Ezell, acting director of the U.S. Office of Personnel Management, sent out a memo to federal agency leaders, ordering them to place all employees from DEIA offices on administrative leave. Additionally, agency leaders were also instructed to send out notices to employees asking them to report any known efforts to “disguise” DEIA programs under different names, noting that failure to do so may result in “adverse consequences,” per an email template included in Ezell’s memo.
From Reuters: Trump revokes Biden executive order on addressing AI risks
Shortly after being sworn in on Jan. 20, President Trump revoked a series of Biden-era executive orders, including one that sought to reduce the potential risks associated with the deployment of artificial intelligence (AI) technology. Biden signed the now-rescinded order, titled “Safe, Secure, and Trustworthy Development and Use of Artificial Intelligence,” in October 2023, requiring developers of AI technology that could pose national security risks to share the results of safety tests with the federal government before the technology is released publicly. The order further required agencies to set testing standards and evaluate potential risks associated with AI tools utilized by the federal government.
AI and its growing use in the world of work has increasingly become the subject of legislation throughout the United States as well as across the globe. Aside from the Trump administration’s executive order, there are several pending pieces of legislation in Congress aiming to regulate AI and provide a framework for future governance.
From Tully Rinckey PLLC: President Trump signs unprecedented directive offering deferred resignation program to all 2.3 million federal employees
On Jan. 28, the Trump administration sent out deferred resignation emails to all 2.3 million federal employees, allowing those who would like to resign to have full pay and benefits through Sept. 30. The last day for federal employees to accept the deferred resignation option is Feb. 6. Military members, employees of the U.S. Postal Service, and those in positions related to immigrations and national security are not included in the deferred resignation program. The Trump administration believes that even though this measure is designed as part of a plan to bring more federal employees back to work in-person, the offer will decrease the overall number of federal employees. Some legal experts have questioned the legality of this move, as voluntary separation incentive payments, or buyout authority, is currently capped at $25,000.
This deferred resignation directive is part of a larger effort by the Trump administration to reform the federal workforce around four pillars, according to the U.S. Office of Personnel Management: return to office; performance culture; more streamlined and flexible workforce; and enhanced standards of conduct. OPM’s official website claims that federal employees who want to accept the deferred resignation can simply send an email to their office with “Resign” in the subject line.
