1. Flexible and inclusive leave policies

The traditional one-size-fits-all approach to leave policies is rapidly becoming outdated. Recent studies have found that 15% of employees choose not to take their full amount of parental leave, with 76% of U.S. fathers taking less than a week of paternity leave. The cost of this unused leave is substantial to the parents, the company they work for, and – most importantly – the child.

Embracing flexibility with policies like miscarriage leave, dedicated NICU leave, and department-specific parental leave programs that accommodate unique career paths and caregiving responsibilities. These policies recognize the complexities of modern family dynamics and demonstrate a company’s commitment to supporting employees during their most critical life moments.

Such tailored benefits not only contribute to employee wellbeing but also enhance recruitment and retention efforts by demonstrating genuine care and adaptability. Companies that prioritize flexibility are better positioned to attract top talent and build a culture of trust and inclusion.

2. Doubling down on DE&I commitments

In recent years, some organizations have scaled back their diversity, equity, and inclusion (DE&I) initiatives. However, this trend is shortsighted and risks alienating a significant portion of the workforce. Gen Z, which will comprise a substantial share of the workforce by 2025, consistently ranks DE&I among their top priorities when choosing employers.

A 2024 survey conducted by Dynata, with over 1,200 women between the ages of 18-65, revealed that about 28% would change jobs for active DE&I efforts. These demonstrations extend beyond hiring practices to include mentorship programs, Employee Resource Groups (ERGs), and leadership development tailored to fostering inclusivity.

Organizations that deprioritize DE&I risk more than just reputational damage. They face losing out on top talent, especially among younger employees who view diversity as non-negotiable. A strong commitment to DE&I, on the other hand, drives innovation, fosters collaboration, and ensures long-term resilience in a competitive market.

3. The evolution of women’s health benefits

Women make up nearly half of the global workforce, yet their health needs are often overlooked in traditional benefits packages. In fact, one recent Deloitte study found that women are 35% more likely than men to have skipped or avoided care due to a range of factors. Furthermore, 34% of the women we surveyed reported delaying or skipping a women’s health visit (for screenings or maternal health, obstetrics, or gynecology needs) but only 19% reported delaying or skipping a dermatology visit. A comprehensive and integrated approach to women’s health – from pre-conception through mid-life – can help employers not only with managing total healthcare costs, but with recruiting and retention. Addressing not just reproductive care but the full spectrum of physical, mental, and emotional wellbeing throughout every stage of life ensures a healthier, more engaged, and loyal workforce.

As companies are evaluating the right approach, many are now considering the impact of offering benefits like fertility treatment coverage, menopause support programs, pelvic floor therapy, and doula services. With the delays in care and treatment that can be caused by the fragmented healthcare system, employers are stepping in to bridge these gaps (in a year when healthcare costs are projected to surge 8% to historic highs). By providing seamless, integrated care from one provider companies can empower their employees to manage their health with confidence.

This holistic approach not only improves individual health outcomes but also strengthens workplace productivity, reduces absenteeism, and fosters greater loyalty among employees who feel genuinely supported.

Related: 2025 employee benefits & workplace predictions: HR technology

4. Social media’s rising role in HR strategy

Social media’s role in HR strategy has evolved far beyond posting job openings or celebrating workplace anniversaries. It is now a critical tool for employer branding, talent acquisition, and employee engagement. According to recent research, 73% of millennial job seekers (aged between 18 and 34) have found their latest job through social media

Organizations leveraging social media effectively focus on authentic storytelling and platform-specific strategies to showcase their culture. From employee-generated content, behind-the-scenes glimpses of workplace initiatives, and day-in-the-life features that highlight the human side of the organization. At Progyny, for example, we’ve found success in using social media to amplify our mission and values across women’s and reproductive health, sharing stories that resonate with both current employees and prospective talent.

Looking ahead

The trends shaping HR in 2025 are not isolated phenomena; they are interconnected elements of a comprehensive human capital strategy. Companies that succeed in the future will be those that adopt a holistic approach, integrating these trends into a cohesive framework that supports employees at every stage of their professional and personal lives.

As HR professionals, our role is to anticipate these shifts and adapt our strategies accordingly. By prioritizing inclusive benefits, flexible policies, innovative tools, and a steadfast commitment to DE&I, we can create workplaces that attract, retain, and empower top talent while driving organizational success.

The future of work is about more than meeting business objectives; it’s about building cultures where employees feel seen, supported, and inspired to reach their full potential.

Cassandra Pratt, Chief Human Resources Officer, Progyny