SHRM released its Top 5 Workplace Issues for 2026 in January, outlining key pressures shaping employers and workers across the United States. The framework targets HR professionals, executives, and business leaders. It matters now as rapid regulatory, technological, and workforce changes affect daily operations and compliance planning.
What changed in SHRM’s 2026 framework
SHRM identified artificial intelligence regulation, benefits design, talent shortages, workforce compliance, and caregiving demands as the core workplace issues for 2026. The organization compiled the list to help employers track regulatory shifts and workforce risks. SHRM published the framework through a dedicated resource hub for HR leaders.
How SHRM defines the workplace issues
The use of artificial intelligence now influences hiring processes, employee development, and performance evaluation systems. Employers also face increased legal exposure as regulations and ethical standards around AI continue to evolve. Benefits planning has become more complex as healthcare expenses rise alongside new state requirements and shifting funding models.
Hiring challenges continue across industries. Nearly 70 percent of organizations reported difficulty filling full-time positions in 2025, according to industry data. As role requirements change, employers face added pressure to invest in reskilling and long-term workforce planning.
Impact on employers and HR teams
Workforce compliance emerged as a top concern due to changes driven by executive actions, court decisions, and state legislation that affect inclusion, discrimination, and workplace rules. HR teams now need to monitor legal shifts while keeping internal policies aligned.
Caregiving pressures also continue to rise across the workforce. A growing number of employees juggle professional duties with childcare, eldercare, or support for family members with disabilities. Organizations that respond through updated policies and benefit structures can support retention and employee well-being.
Supporting data and resources from SHRM
SHRM stated that the five issues intersect and cannot be managed separately. The organization said its tools and research aim to help employers translate regulations into workplace action. SHRM’s platform offers guidance tailored to HR professionals, CHROs, and senior executives.
What SHRM is tracking next
SHRM plans continued engagement with employers through surveys and mid-year assessments. The organization said feedback will inform future updates to its workplace guidance. Employers are encouraged to monitor the SHRM framework as workforce conditions evolve through 2026.
