A lot has changed since the new administration took office on January 21—and the changes keep coming. The workplace was already in flux, with the rise (and resistance) of return-to-office mandates, the explosion of AI, and shifting employee expectations. Now, political and policy changes are adding yet another layer for HR and Talent professionals to navigate.
And this layer matters. The early moves of a new administration are shaping everything from labor regulations to DEI guidance to immigration policy, all of which have real implications for how we hire, support, and protect our people. In fact, three-fifths of working Americans believe federal policy changes will have a direct impact on them during the next year, and nearly half say they’re looking to HR to help them understand what it means.
That puts HR leaders in a uniquely tricky position: tasked with staying compliant and up to date on new policies, while also creating a stable, supportive environment for employees in a turbulent time.
It’s a lot. So here are five practical tips to help you stay grounded, strategic, and people-focused as the workplace changes continue to unfold.
1. Take time to strategize
The instinct to respond immediately to every headline or policy shift is real, especially in a time of rapid change. But now more than ever, HR leaders need to be measured, not reactive. There’s a lot of legal gray area right now, and rushing to make sweeping changes can do more harm than good.
For example, dismantling your DEI programs in response to an executive order or a viral news cycle would be premature and potentially damaging to your culture and workforce. On the other hand, taking proactive but measured steps such as ensuring your Forms I-9 are in order, reviewing job postings and recruitment processes for compliance, documenting your labor certification protocols, and confirming pay equity across US and foreign workers are smart ways to implement risk management.
You don’t have to figure it all out alone. Lean on your legal team, external counsel, or trusted policy partners to help you discern signal from noise. For ongoing insights, tools such as the Seramount Federal Policy Resource Center can help you stay informed and focused on what matters most.
2. Update your employee value proposition
Clearly, many parts of the business have been impacted by the new administration’s policies, and with so much legal gray area, it’s no surprise that many companies are choosing not to take a public stance on issues such as DEI. In fact, Seramount research found that 31 percent of organizations say public statements of support for DEI have been the most impacted area within their companies. But in moments like this, silence can speak just as loudly as words and may be interpreted as a stance in itself.
If you’re adjusting your public language in response to policy shifts, make sure you’re not quietly stepping back from commitments that matter. That’s where your employee value proposition (EVP) comes in. A recent report found that updating your EVP can help organizations support workers and adapt to change. Your EVP should clearly communicate who you are, what you stand for, and what employees can expect from your organization, not just what feels legally safe or politically neutral.
Because this isn’t just about politics; it’s about retention and trust. Nearly 40 percent of employees say they would quit if their organization took a political stance they disagreed with. Your EVP is your compass, and in uncertain times, people want to know where you stand.
3. Prioritize employee well-being
Between policy shifts around DEI, immigration uncertainties, economic pressure, and general political noise, your employees are feeling the impact, even if they’re not talking about it out loud. This is a moment where HR and Talent leaders can make a real difference by prioritizing well-being, not just as a program but as a mindset across the organization.
Start with transparency. Even when there’s uncertainty, employees appreciate honesty, and silence often leads to anxiety. If layoffs aren’t on the table, say that. If your DEI strategy is shifting, explain why and how. Clarity, even when it’s imperfect, helps build trust and psychological safety.
You should also be proactive about promoting the resources you do have, whether that’s access to mental health support, employee assistance programs, flexible work arrangements, or time-off policies.
You won’t always know what employees need most. Your ERGs can be a powerful resource here, offering insight into what’s really going on across teams and communities. Partnering with them to co-create or promote well-being initiatives can make your efforts more targeted, trusted, and effective.
Maximize Your ERGs
Seramount’s recent guide outlines how companies can strengthen their partnerships with ERGs to support programs like these; read now.
4. Reassess your recruiting practices
In the early days of the new administration, one of the most significant actions was President Trump’s Executive Order 14173, titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity.” This order rescinds affirmative action and nondiscrimination requirements under Executive Order 11246 and mandates that federal contractors and grantees certify they don’t operate any “illegal” DEI programs.
While the full scope of what constitutes “illegal DEI” is still unclear, it’s critical to understand that discrimination in hiring has always been and will remain illegal. The key takeaway here is that HR leaders need to carefully navigate the line between promoting diversity and staying compliant with the shifting regulations.
Now is a great time to reassess your recruiting practices to ensure they are still inclusive, but also legally sound. For example, expanding your talent pipeline through strategic partnerships with organizations that support underrepresented communities, such as first-generation college students or local community groups, can help broaden your reach without stepping into legal gray areas. Additionally, consider revisiting how you advertise job openings, ensuring they’re visible on platforms that attract diverse talent pools without setting up quotas or mandatory diversity requirements that might be challenged.
Remember, inclusivity doesn’t have to mean “mandatory representation”; it’s about ensuring that your recruitment process is fair and accessible to all qualified candidates.
5. Double down on protecting your historically excluded talent
Many of the new policies disproportionately impact certain communities, and that impact doesn’t stop at the office door. From civil rights rollbacks to changes in workplace protections, historically excluded talent (HET) is facing increased uncertainty, stress, and in some cases, direct threats to their well-being and belonging at work.
For example, more than 400 anti-LGBTQ+ bills have been introduced across the country, alongside federal actions that specifically target transgender individuals. These policies create fear and send a message that inclusion isn’t guaranteed. That’s why now is the time for companies to step up. HR leaders should ensure that inclusion is not just a value but a visible part of everyday policies and practices, from health care coverage and dress codes to safety protocols and grievance procedures.
Historically, the private sector has played a leading role in advancing workplace equity, particularly when government protections fall short. That legacy continues now. Whether it’s reaffirming protections for LGBTQ+ employees, reviewing policies that affect immigrant workers, or ensuring women are equitably supported and represented, your commitment matters. Seramount’s latest guide outlines key policy shifts and how they affect HET and how employers can respond with purpose.
Looking Ahead
Policy shifts have defined the start of 2025, and while no one can predict exactly what’s next, it’s clear that HR and talent leaders will continue to play a critical role in helping organizations navigate what comes. Balancing compliance with a people-first mindset means staying informed and leaning on experts to help guide your strategy through the gray areas.
The good news? Employers have the power to fill in where the federal government may fall short. Those who stay informed, centered in their values, and focused on employee needs will be better positioned, not just to weather the uncertainty, but to emerge as trusted, forward-looking employers of choice.
