Workplace Pulse

• AI, Ethics & Compliance in HR: Finding the Right Balance – Astron Solutions, April 1, 2025.

With the growing tension between AI-driven efficiency and ethical responsibility in HR, what is the right balance between leveraging AI for compliance and productivity while maintaining fairness, human oversight, and trust in employee interactions?

• Why Firms are Merging HR and IT Departments– BBC, August 7, 2025.

Some companies are merging HR and IT under one leader, seeing both as architects of how work gets done in an AI-driven era, with Moderna, Covisian, and Bunq already restructuring to align people and technology functions. This is signaling a shift in how organizations balance human expertise with AI, potentially speeding innovation but also risking the dilution of specialized skills.

4:1 Return – Prioritize Workplace Wellbeing if You Want Productivity Gains– HR Grapevine, August 27, 2025.

According to the new World Economic Forum report, poor employee health costs the global economy 15% of annual output. Investing in wellbeing initiatives can yield up to a 4:1 return on investment. 

The only thing that’s constant is change. Here’s what’s on our radar for regulatory updates to help you stay compliant and proactive.

• As we approach year-end, are you aware of the harassment training requirements for your state?
• Effective September 30, 2025, Florida’s minimum wage will increase to $14 per hour. Base wage for tipped workers will increase to $10.98. 
• Effective October 1, 2025, Connecticut’s Antidiscrimination Law Expands Victim Protections to Cover Victims of Sexual Assault and Human Trafficking.
• Beginning October 1, 2025, Montana Adds Protections for Volunteer Firefighters and EMTs. 
• Pittsburgh, Pennsylvania, Amends Paid Sick Leave Effective January 1, 2026.
• Form I-9 (8/1/23 edition) has an extended expiration date of May 31, 2027.

Can We Be Too Productive? An HR Consultant’s Take on AI, Attention, and the Pace of Work

AI tools are boosting workplace productivity—but are we reaching a breaking point?

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This content is for informational purposes only and is not intended to be, nor should it be construed as, legal advice. This material is not meant to be all-inclusive of the most current legal developments or workplace changes. For advice specific to your situation, please request a consultation.