Webinar Recap | 2025 Outlook

On January 31, Adams Keegan’s advisory team, including Charles Rodriguez, Brandon Roland, Justin Brown, Amanda McCollum, and Kristin Lockhard kicked off our 2025 monthly webinar series by exploring the key trends and updates shaping the landscape of the new year. 

The session provided actionable insights on the impact of the executive transition, state-mandated leave laws, and emerging management trends. Our experts also analyzed the evolving talent market and offered strategies for recruitment, retention, and workforce planning.

Missed the webinar on January 31? Access it here.

Executive and legislative action watch
Recent executive orders have altered federal agency priorities. The administration has removed key officials from the Equal Employment Opportunity Commission (EEOC) and the National Labor Relations Board (NLRB), leaving these agencies temporarily unable to conduct business. Additionally, new guidance now prohibits hiring or promotion practices that give preferential treatment based on race or sex. Another executive order reverses previous interpretations of Title VII protections for gender identity and sexual orientation, shifting enforcement priorities at the EEOC. Employers should remain aware of state laws that may still provide broader protections.

Pay and opportunity transparency
While federal salary threshold changes were blocked, state-level pay and opportunity transparency laws continue to expand. States like Illinois and California now require detailed pay disclosures, impacting job postings and internal compensation structures. Employers operating in multiple states must stay compliant with differing requirements, especially as job boards increasingly mandate pay disclosures. Transparency laws are also evolving beyond salaries to include career advancement opportunities, requiring employers to provide clearer promotion criteria. HR teams should proactively review pay structures, establish clear documentation, and ensure compliance with state-specific regulations.

Supporting employees in 2025
Employee expectations continue to shift, with a strong demand for flexibility in paid time off (PTO) policies, remote work arrangements, and holistic wellness benefits. More employers are combining sick and vacation days into a single PTO bank, while also incorporating floating holidays to accommodate diverse needs. However, businesses must be mindful of state laws that may impact PTO payout policies.

Another emerging priority is employee well-being, now viewed beyond just physical health. Mental, emotional, and financial wellness play a critical role in job satisfaction and retention. More employers are expanding Employee Assistance Programs (EAPs) and financial wellness tools, including earned wage access solutions like ZayZoon. Educating employees on the full value of their benefits, including telehealth options, is key to engagement and retention.

State Family Medical Leave (FML) programs
Paid family and medical leave laws are expanding across the U.S., with new programs launching in Delaware, Maine, Maryland, and Minnesota. These programs, funded through employee and employer contributions, provide partial wage replacement for employees who need extended leave. Employers operating in multiple states must carefully track these evolving requirements and decide whether to implement a uniform leave policy or adapt to each state’s specific mandates.

Talent and recruitment trends
The labor market remains tight in 2025, with unemployment hovering around 4%. Employers must balance thorough hiring processes with the need for speed, as top candidates are quickly securing roles. While job seekers still value remote work, employers are increasingly prioritizing in-office presence, particularly for new hires. Clear communication on hybrid work policies and career progression opportunities can help attract and retain top talent.

The team also covered the influence of artificial intelligence on the workforce, W-2 phishing scams, and essential compliance reminders. Employers need to stay informed on these trends and regulations to safeguard both their business and employees.

You can view the full recording here. Give yourself about 50 minutes to become fully immersed in the discussion.