Skip to main content

5 Attraction and retention trends to monitor in 2025

2025 attraction and retention trends

The battle for top talent isn’t over. While employee quits declined in 2024, studies suggest turnover could surge in 2025, with 38% of employees considering a job change. To stay ahead, organizations must adapt to these key trends. 

[I Want the Trends Now] 

The workforce trends that will shape 2025 

1. Unemployment rates above 4% 

A slowing job market may shift leverage back to employers, but competition for skilled talent remains fierce. 

2. AI and automation in the workplace 

As artificial intelligence reshapes jobs, companies must invest in upskilling to attract and retain a future-ready workforce. 

3. Demand for GLP-1 weight loss drugs 

With more employees factoring GLP-1 coverage into job decisions, employers must weigh the financial impact of adding these medications to benefits packages. 

4. Return-to-office push 

Companies are tightening in-office mandates, but balancing flexibility with business needs remains critical to retention. 

5. The rise of gig work 

The gig economy’s appeal continues to grow, forcing traditional employers to rethink flexibility and compensation strategies. 

The workforce is evolving — are you ready?  

Download our full report to learn how to refine your talent strategies for 2025 and take your learnings a step further with our top-performing attraction and retention content. Make sure to read these eight tips to improve your work culture and retention efforts. Then, reimagine your retention strategies with fresh, innovative ideas. 

TruePlan’s employee benefits services can enhance employees’ satisfaction and loyalty. Contact us today to learn how we can help strengthen your organization's foundation for long-term success. Our team will guide you through plans that can nurture your team's potential and create an environment where employees are excited to contribute and grow.  

This content is for informational purposes only. It has been partially generated from an AI language model, which may not always be exhaustive or tailored to individual circumstances. We encourage you to contact one of our experts for more information. We assume no liability arising from any use of this content. 

Popular posts from this blog

What is HR vendor management? Overview with scenarios

Vendor management can be a litigious environment where efficiency, transparency and risk mitigation are paramount. With the right advisor in your organization’s corner, you’ll feel more confident navigating vendors and managing their services, ensuring streamlined processes and strategic alignment.   In this blog post, we'll cover the basics: What vendor management in HR entails, why it's important, how it can transform businesses and some scenarios in a few business types. Level up your knowledge and find the right partners to thrive.  Understanding vendor management in HR  Vendor management in HR involves the systematic management of third-party suppliers who provide goods and services essential to HR operations. This includes managing contracts, ensuring compliance with service level agreements and optimizing vendor performance to align with a company's long-term business goals.  A robust vendor management strategy can provide organizations with a structured ...
Read more

Section 125 – Cafeteria Plans Overview

A Section 125 plan, or cafeteria plan , allows employees to pay for certain benefits on a pre-tax basis. Employers use these plans to provide their employees with a choice between cash and certain qualified benefits without adverse tax consequences. Paying for benefits on a pre-tax basis reduces the employee’s taxable income and, therefore, reduces both the employee’s and the employer’s tax liability. To receive these tax advantages, a cafeteria plan must comply with the rules of Section 125 of the Internal Revenue Code and related IRS regulations. Under these rules, a Section 125 plan must have a written plan document and can only offer certain qualified benefits on a tax-favored basis. Once an employee makes a Section 125 plan election, they may not change that election until the next plan year, unless the employee experiences a permitted election change event. Also, for highly compensated employees to receive the tax advantages associated with a Section 125 plan, the plan must pass ...
Read more

FMLA Outsourcing: 6 Key Employer Insights

Organizations need help navigating employee leave of absence. With so many complex regulations, many employers consider outsourcing their employee leave programs to specialized third-party vendors. Compliance with the Family and Medical Leave Act, a federal law allowing eligible employees to take unpaid leave for personal reasons, is central to administering employee leave.  In this blog, we'll go more than six insights employers need about FMLA outsourcing. Use this as your go-to list as you weigh the potential benefits against the drawbacks.  1. Third-party prowess  Expertise is at the heart of the outsourcing question. Can your in-house human resource team competently manage the complexities of FMLA requirements? Or are there benefits to be gained from a third-party vendor’s specialized focus?  In-house HR staff might need help with FMLA regulations , causing compliance errors and/or knowledge gaps. In this case, it would make sense for employers to search fo...
Read more