We are nearing the end of 2024.

Of course, it’s important to reflect on the state of HR and the workplace this year – what have been successes and progress, and where have mistakes been made? However, always looking backwards can be a distraction.

Instead, as a new year begins, let’s look ahead and predict how HR can drive real progress in 2025.

To do this, UNLEASH dug into the data, and came up with five new years resolutions for HR leaders for 2025.

Here’s what we learnt from analyzing large-scale research reports from ADP, Wellhub, meQuilibrium, McLean and Workl, and speaking to executives at those brands. What five things must top HR leaders’ to-do lists in 2025?

1. Think outside the box on wellbeing

In 2024, 52% of employees have been burnout in the past year, 37% report feeling so overwhelmed that it was hard to do their job, and 80% say burnout and wellbeing challenges have impacted their work performance (and affected their emotional and psychological health).

These ADP statistics are damning – importantly, the findings are confirmed by research from meQuilibrium and McLean.

meQuilibrium’s survey of 6,700 employees and 250 HR executives found that workers are highly anxious of change (34%), and this is impacting their wellbeing; they have significantly higher rates of depression, anxiety and burnout.

The issue is that organizations aren’t stepping up sufficiently to look after employees in their time of need.

ADP’s data found that there is a 29% care delivery gap between employees who say they were impacted by burnout and those who say their employer demonstrated care during these challenging times.

Clearly, something needs to change.

Talking exclusively to UNLEASH, Wellhub’s Chief People Officer Livia Martini shares some advice. “We’re in an era where the lines between work and life blur – that’s not going anywhere in 2025.”

Now is the time for HR to really foster a culture of wellbeing; “encourage open conversations about mental health, provide time and space for wellbeing practices, and lead by example” from the top, continues Martini.

Wellbeing is “not one-size-fits-all” – personalization is key to getting wellbeing benefits right in 2025. Martini calls on employers and HR leaders to “offer resources and empower employees to choose what works best for them at each moment in time”.

Organizations need to think outside of the box, and not just invest in physical and mental wellbeing.

Wellhub’s data pulled out an increased employee focus on nutrition in 2024.

McLean’s 2025 HR trends report found that 70% of employees see economic instability as the biggest threat to their wellbeing, but noted that this facet of wellbeing saw the lowest levels of investment.

Workl’s Founder Lord Mark Price shares with UNLEASH that “fair compensation remains a strong determinant of employee satisfaction in 2024”; “it continues to be a top factor for workplace happiness and retention”.

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