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The State of HR Featured Reports

Featured Research

Recovery as a Workforce Strategy

Drawing on HRCI research, workforce data, and expert insight, this report examines the workplace impact of substance use disorder and the practical steps HR can take to strengthen culture, manager readiness, benefits, policies, and recovery support.

Did You Know?

59%

Workplace Relationship Policies

say their company does not enforce policies prohibiting romantic relationships between employees

Source: HRCI Alchemizing HR poll, January 2025

89%

Leadership Overreach

say leaders take on problems that should belong to someone else

Source: HRCI Alchemizing HR webinar poll, April 2026

55%

Political Discussions at Work

of HR professionals are somewhat, minimally, or not at all prepared to handle politically-charged discussions at work

Source: HRCI Report — Managing Political Polarization in the Workplace, 2025

Recent Reports

Original research and expert analysis on the issues shaping HR today, from workforce safety and emerging technology to DEI and employee well-being.

Managing the Changing Workplace

From return-to-office decisions and hybrid work to contractors and other non-traditional workers, this HRCI report explores the latest research and how HR can use data to make more informed, evidence-based workplace decisions.

The Secret Ingredients of Workplace Fulfillment

From career paths to culture, this research identifies what actually separates HR professionals who are just getting by from those who are truly fulfilled—and what leaders can do to close that gap and build a more committed team.

The Vital Role of Professional Development

This research uncovers where professional development is falling short, from misaligned training priorities to gaps in AI readiness, and what it takes to build a workforce equipped for what's next.

Small Conflicts Don't Stay Small

From bullying, political tension to substance use and violence prevention, this research covers workplace safety—what the data reveals, what's at stake, and what you can do to reduce risk and build a more resilient organization.

The State of HR

The 2026 State of HR Report

Based on HRCI’s survey of thousands of HR professionals, the State of HR report examines the issues defining the profession today. From AI and workplace culture to talent, leadership, and career growth, the report reveals how HR teams are adapting to change and preparing for the future. Explore the data, trends, and insights shaping the world of work below.

Download the Full Report

State of HR Spotlight Reports

Safety, Polarization, and Stress

Half of HR professionals work in environments marked by polarized viewpoints, and 4 in 10 describe their stress as extreme or high. Find out what the data reveals about conflict, mental health, and what it means for your organization.

HR Professionals and Their Outlook for HR

HR professionals are broadly optimistic about their field — but over 4 in 10 are considering careers outside of it. Explore what's driving both the enthusiasm and the tension, and what it takes to build a team of true HR believers.

HR Professionals and Technological Change

71% of HR professionals use AI regularly, yet more than half say implementing new technology is the area they feel least prepared to handle. See where the preparation gap is widest and what needs to change now.

Attitudes Toward Remote Work

83% of HR professionals believe remote work benefits organizations—but the debate is far from settled. Get the data on where HR stands on flexibility, productivity, and the return-to-office conversation.

More Insights for HR Professionals

Explore the issues shaping HR today and get the data you need to lead with confidence, make informed decisions, and move the profession forward.

Building a Recovery Friendly Workplace: What HR Needs to Make It Real

Recovery friendly workplaces reduce absenteeism, improve retention, and strengthen workplace culture—yet most organizations haven't made meaningful progress. This HRCI and Fors Marsh research reveals why: stigma, undertrained HR teams, and weak leadership buy-in top the list. Understand where the gaps are and what organizations that get it right do differently.

The HRCI Pay Bump: What Certification Is Worth in Real Numbers

Earning an HRCI certification builds earning power. Within four years, the median HRCI certificant earns 33% more than they did before getting certified. That's double the salary growth of comparable HR professionals over the same period. See what the data shows about the career and financial impact of HRCI certification.

Why Are Organizations Still Underestimating HR?

HR is ready to lead, but is the organization ready to let it? This 2024 HRCI and MindEdge research report surfaces a striking disconnect: while 88% of HR professionals believe HR should drive business strategy, only half say leadership agrees. Add in underfunding, understaffing, and persistent burnout, and the case for rethinking HR's role has never been stronger.

HR, AI, and the New Workplace: What 1,000+ HR Professionals Really Think

AI is reshaping the workplace, and HR professionals are watching closely. This HRCI and MindEdge survey of HR practitioners reveals how the profession is navigating AI adoption, persistent burnout, rising turnover, and the evolving push and pull of remote work. Find out where your peers stand, and what the data means for the work you do every day.

Research Archive

Browse our complete library of research reports, guides, and frameworks. Whether you're building a business case, navigating a workforce challenge, or staying ahead of what's next, the intelligence you need is here.

Extreme Weather and the Workplace

From rising absenteeism to safety risks, HRCI research reveals how extreme weather is reshaping workforce management and what HR can do now.

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Strengthening AI Skills in HR

Over three-quarters of HR professionals use AI weekly, but most have had little to no training. Learn how to build real confidence and capability starting today.

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Empowering the Intelligent Workplace

Explore how HR can turn AI adoption into a strategic advantage—balancing innovation with ethical responsibility.

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Becoming Recovery-Friendly

This research-backed guide gives HR professionals the data and practical steps to build a recovery-friendly culture that reduces risk and supports your people.

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Diversity Initiatives in 2025

The report explores the realities of managing DEI programs in today’s climate—where values alignment, stakeholder trust, and business performance are all on the line.

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Managing Political Polarization in the Workplace

This report provides critical insights and actionable strategies for HR leaders to foster a more harmonious and productive work environment.

Download Whitepaper

Beyond the Data

HRCI webinars go beyond the basics. Each session unpacks the trends, data, and real-world strategies HR professionals need to lead with confidence today and adapt to what's coming next.

HR Leads Business Blog

News and perspectives on the issues driving the HR profession forward.

Sep 20, 2022, 18:46 PM by Lori Atwood CFP®, Founder Fearless Finance

Not Offering Financial Wellness as a Benefit? You are ‘Shortchanging’ Your Employees.

According to Fearless Finance Founder Lori Atwood, CFP®, an HR professional can better support their organization by learning to identify when employees are experiencing financial stress and ways to provide support that does not necessarily require pay increases.

The ripple effect of financial stress can be more profound and intractable than most want to admit to themselves or others. It not only affects your ability to pay bills or keep your family fed – given today’s higher prices and supply chain issues, this continues to be a real challenge for many – the ripple effect touches everything in one’s life, from sleep to relationships. That stress also can present itself at work. For example, a formerly high-performing individual begins showing up late to work or calling in sick with stress-related ailments, has a shorter attention span or pays less attention to detail, displays impatience or has a “shorter fuse” when dealing with co-workers. According to Fearless Finance Founder Lori Atwood, CFP®, an HR professional can better support their organization by learning to identify when employees are experiencing financial stress and ways to provide support that does not necessarily require pay increases.

“Understanding how financial stress affects people is important because it can manifest in lower productivity, retention, satisfaction and workplace harmony,” Atwood explained. “Knowing that this other thing – financial stress – might be a cause of poorer performance allows you to find ways to open the conversation and help,” Atwood said. “Only approaching the symptom such as ‘Team Member, you need to come into my office. You have been late too many times in the past few weeks, so we need you to do a better job of making it in when your shift starts,’ adds to Team Member’s stress levels.

As Atwood pointed out, that approach may have the unintended effect of prompting a Team Member to leave the company for a better salary, a real possibility in today’s job market, because she thinks a few extra dollars will solve the problem. As most HR recruiters will tell you, even with slower hiring trends and the threat of a potential recession, many companies are desperately looking for employees. “A Team Member may be willing to make a lateral move for better pay to try to relieve her financial stress, even if she loves working at your company,” Atwood said.

So, how can an HR professional identify the key factors that may indicate that employees are in financial distress in their personal lives? “Listen for murmurs of things like changes in housing,” Atwood said. “This is not necessarily, ‘Oh, we are having a baby and we bought a bigger house. Instead, it is other types of changes in housing, such as downsizing or moving further away from the workplace to find affordable housing.

“It could be discussions about things being put off, such as vacations or buying a new refrigerator. You are also looking for instability in the nuclear family, such as an employee who has an elderly relative who is not doing well, a spouse who has been laid off or a child who has special needs or needs inpatient mental health support,” Atwood explained. “Ask any parent who has a child with a mental health emergency – it can be a bankrupter.”

When you hear the murmurs that lead you to believe that an employee needs extra support, you need to not only understand when it could be appropriate to approach an employee about financial distress but also how to discuss financial distress to help the employee triage the situation, Atwood said.

“There’s an emotional component to all of this, which I'm not going to speak to, but the examples I have given have a real, painful financial component, regardless of whether your employee is highly compensated or making minimum wage,” she said. “And even if you approach the employee from a nurturing standpoint of ‘Hey, are you doing, okay? Is anything going on that I can offer help with?’ the finance thing may not come up at all. Employees do not necessarily think of sharing their financial stress with an employer, or they may not know it is the root cause of problems with a spouse or sleepless nights.”

By including financial wellness in a benefits package or as a regularly discussed topic in the workplace, you may be able to help your employees ahead of the issue. According to Atwood, if you are already talking to your employees about financial wellness, you may never have to help them triage a problem. Offering seminars, resources and education on what financial health looks like – at every level of income – is an essential tool for your employees that they may not likely have ever been offered before.

“We want employees to come from a place of abundance, not scarcity, so they're better colleagues, community members, spouses, and everything else,” she explained.

Many HR professionals and employees may look to their EAP offering to see if that includes help with budgeting. Still, Atwood warns that most EAPs offer coaching and counseling, mostly for when things have gotten pretty bad. Counselors also may not be regulated. Offering your employees access to a registered financial planner means that your employees are accessing someone who is regulated by the Securities and Exchange Commission and is a high-level resource.

“Most companies pay quite a bit for their EAPs, but their utilization rates are very low, and most of us think of the EAP when looking for health or mental health benefits,” Atwood said. “Finding a CFP to provide financial advice for your workforce and educate them about financial well-being is a great benefit. People can read Suze Orman until they are blue in the face, but it is just a book if you do not know how to relate her advice to your own lived reality.”

By offering financial wellness seminars, access to registered financial planners and other financial well-being resources, you are strengthening your employees’ abilities to recognize what they need to do to be financially healthy, positioning your company with a competitive advantage and introducing your employees to a trusted advisor.

“Financial planning is not just for Jeff Bezos. Everyone should have a plan, and you can show your employees where to go to get one,” Atwood said. “When my team works with a company to enhance employees’ financial wellness, we work with people at all levels of the company and after a seminar or course, our utilization rate for planning is about 80%. That is because employees know how financial wellness relates to the rest of their lives and they know they have a place to go to get unbiased financial advice.

“Big companies like Goldman Sachs will not talk to someone who makes $120,000/year. But we do because we know how important it is for employees to have someone to turn to for financial advice that helps them plan and reach their goals, whether it is putting a pool in the backyard, replacing a car or paying for braces,” Atwood concluded.

Learn more about Identifying Financial Stress in Employees from Lori Atwood, CFP® , on Alchemizing HR on Thursday, September 22. Register here.