7 Risks of Not Having an Employee Offboarding Process
In the world of HR, we use a framework called the ‘Employee Life Cycle’ to help us to understand and manage every stage of an employee’s journey…
Offboarding is one of the most critical stages of the Employee Life Cycle, yet it is often overlooked.
However, doing this creates big risks for the business, including:
📉 Damage to employer brand
🧠 Loss of knowledge and productivity
😔 Reduced employee morale
💡 Missed opportunities for improvement
🔒 Risk of security breaches
⚖️ Increased legal and compliance risks
💸 Higher turnover costs
For these reasons, it pays to invest in a proper offboarding process…
That’s why we’ve created our latest guide, “The ultimate guide to employee offboarding”. In it, we walk you through what your offboarding checklist could look like.
Get in touch and we’ll send you a free copy.
‘Safe Leave’ for Domestic Abuse Victims: Supporting Survivors in the Workplace
Domestic violence impacts millions of employees. According to the CDC, over 22 million people in the U.S. have missed work due to domestic violence. Workplaces can serve as lifelines for survivors, offering stability and safety.
Federal protections for domestic violence survivors include:
• The ADA, which may require reasonable accommodations for survivors with physical or mental health challenges.
• The FMLA, which permits survivors to take safe leave.
• Title VII, which protects against discrimination, including harassment or bias tied to domestic violence, sexual assault or stalking.
State and local protections are expanding, often adding safe leave, broader accommodation and enhanced anti-discrimination measures.
Employers play a key role in supporting survivors. By understanding the laws and building inclusive workplace practices, you can create a safe environment for your team and stay compliant with regulations.
Is Remote Work a Blessing or a Burden for Women’s Career Opportunities?
Remote work has been a game changer for many women, especially working mothers. But it comes with challenges. A study by IESE identifies three key tensions that can shape how remote work impacts women:
• Blurred boundaries: Remote workers often feel pressure to be available 24/7, making it hard to separate work and personal life.
• Location flexibility: While remote work opens up opportunities, it can also increase workloads, especially across multiple time zones.
• “Lean” communication: Virtual communication tools, like email or Slack, can make gender less visible, which has advantages. However, women may end up with more administrative tasks, reinforcing stereotypes.
For many, remote work offers a better balance of career and caregiving, but these tensions highlight the need for thoughtful policies.
What do you think? Does remote work empower women or create new challenges?
https://www.weforum.org/stories/2023/11/remote-work-workplace-women-careers
Dress Codes and Labor Law: Lessons from Starbucks
Does your dress code align with federal labor law? A recent case involving Starbucks highlights the importance of ensuring policies don’t infringe on employee rights.
Here’s what happened:
• A Starbucks employee in Knoxville wore a T-shirt with a union logo.
• The manager required the employee to change citing the company’s dress code, which prohibited graphic designs.
• The employee filed a claim, and the National Labor Relations Board (NLRB) ruled in her favor, stating that the policy violated her right to engage in union-related activity.
While dress codes are often necessary, especially for public-facing roles, employers must ensure policies don’t interfere with protected employee rights, such as union activity.
Are your policies compliant with labor law?
https://www.bipc.com/coffee-giant-employee-dress-code-violated-federal-labor-law-key-takeaways
U.S. Employment Law Trends for 2025
Staying ahead of employment law trends this year is critical for protecting your business and supporting your team. Here are the key developments to watch out for in 2025, according to Norton Rose Fulbright:
• Diversity, Equity and Inclusion (DEI) backslide: With some companies scaling back DEI initiatives, there may be a rise in discrimination and harassment claims.
• Data management and privacy: Cybersecurity breaches continue to lead to lawsuits from employees whose private data has been exposed.
• Employee classification issues: Misclassifying employees as independent contractors, or incorrectly determining exempt vs. non-exempt status, increases legal risks.
• Wage and hour compliance: Pay transparency laws and overtime rules remain key concerns for employers.
• AI in HR: Ensure your use of AI tools complies with state, local and federal laws to avoid legal pitfalls.
Additionally, with President Trump taking office, expect reviews and revisions of executive orders and employment laws that could impact businesses.
What does this mean for you?
These trends highlight the importance of staying proactive. From compliance with data privacy laws to proper employee classification, the stakes are higher than ever.
Need guidance to navigate these changes? We’re here to help to ensure your business stays compliant and your team thrives in 2025.
Q&A
Should an employee always give two weeks’ notice?
Legally, no. Most U.S. states follow “at-will employment”, meaning that employees can leave without notice. However, giving two weeks’ notice is considered professional courtesy and helps employers to reassign work or hire replacements. While not required, it’s often expected as a sign of respect and professionalism.
Can I ask anything I want during a job interview?
No. U.S. employment law prohibits questions about a candidate’s age, race, religion, marital status, family plans and other personal details. These could be seen as discriminatory and create legal risks for your business. Focus your questions on job-related skills, experience and qualifications.
