6 key HR trends for 2025

In October 2024, Driessen Groep, together with Trends in HR and research firm Markteffect, conducted a survey on the most important current and future HR trends. The survey was completed by 790 HR professionals and 1707 employees in the Netherlands.

6 HR trends for 2025

When asked which employee-related themes HR currently considers to be the biggest challenges for the organization, the following top six emerged:

1. Retaining and motivating employees
2. Scarce labor market
3. Absence due to mental or physical health
4. Sustainable employability
5. Health and vitality
6. Employment conditions

1. Retaining and motivating employees

Retaining and motivating employees is the biggest challenge for 55 percent of HR professionals. Organizations with engaged employees experience up to 60 percent less employee turnover. To achieve this, start with a strong employee journey. Establish an onboarding program, offer regular development reviews and invest in recognition and rewards.

Important factors in employee retention are:

• Salary: 64 percent of HR professionals, even with attractive benefits, increasingly see this as a determining factor.
• Leadership: HR professionals see insufficient appreciation (50 percent), poor communication skills (37 percent) and inadequate guidance (19 percent) as factors influencing an employee's departure.

"If you know how an employee feels, you can respond to their needs," says Maria Tims, professor of Future of Work. Job crafting can help: by tailoring tasks to what gives employees energy, you reduce stress and turnover.

In addition, a work environment with attention to health, vitality and a good work-life balance is important. Flexible work arrangements and growth opportunities enhance not only employee satisfaction but also loyalty.

2. Tight labor market

The labor market remains tight, despite a slight stabilization. The labor market forecast 2024-2025 from the UWV shows that the number of jobs will increase by 85,000 in 2025 (+0.7 percent). Still, tension remains high: according to CBS, there were still 106 vacancies per 100 unemployed in the third quarter of 2024.

HR professionals feel the shortage of suitable candidates more strongly than ever. This highlights the need to take action. By identifying future workforce needs with strategic workforce planning and anticipating trends, organizations can stay prepared. Innovative recruitment methods, such as gamification, data-driven recruitment and social media, help attract and retain talent.

3. Absence due to mental or physical health

Absence due to mental or physical health is cited as a major challenge by 38 percent of HR professionals. Both HR professionals and working people in the Netherlands see the organization as jointly responsible for promoting well-being in the workplace. The difference, however, is in the approach: HR and employees perceive different priorities when it comes to mental health.

Most important tools according to HR:

• Flexible working hours or work-from-home opportunities (54 percent)
• Coaching for personal development (37 percent)
• Regular check-ins from HR or supervisors (35 percent)

Most important tools according to employees:

• Flexible working (31 percent)
• Check-ins from HR (11 percent)
• Coaching (10 percent)

This difference in perception highlights the importance of clear communication and customization. What HR considers effective does not always align with employee expectations. By working better together and aligning wellness programs with needs, organizations can reduce absenteeism and create a healthier work environment.

4. Sustainable employability

Sustainable employability is seen as a key challenge by 28 percent of HR professionals. Sustainable employability is all about keeping employees healthy, motivated and productive throughout their careers. Figures from the Central Bureau of Statistics (April 2024) show that factors such as job satisfaction and working conditions play an important role in the extent to which employees want to and are able to continue working.

According to Anouk ten Arve, columnist at Trends in HR, the key to sustainable employability lies in preventing unwanted turnover. "What exactly is needed for this, you can only know by asking your employees," she states. In one of her columns, she emphasizes the importance of understanding reasons for leaving and how these provide valuable information to improve work situations.

Core of sustainable employability
"Sustainable employability is not in adapting the professional to the work situation, but in adapting the work situation to the professional," says Anouk ten Arve. This view underscores the importance of a flexible approach, focused on the day-to-day practices and needs of employees.

By working with employees and actively investing in their well-being, organizations can not only reduce turnover, but also increase productivity and satisfaction.

5. Health and vitality

Health and vitality are seen as a key challenge by 25 percent of HR professionals. According to Mikkel Hofstee, vitality expert, it is crucial that work makes a positive contribution to employee well-being. "Vitality in the workplace means that work is organized in such a way that it contributes to the health of employees," he explains in the interview "Attention to vitality not a bonus, but a necessity."

Good vitality programs not only strengthen employee engagement and ownership, but also lead to less absenteeism. The ultimate goal is to create a work environment where employees are more productive, loyal and employable for longer.

6. Employment conditions

Employment conditions play an important role in attracting and retaining talent, even though 19 percent of HR professionals cite them as less urgent than topics such as sustainable employability and vitality. The annual Employment Conditions Memorandum, prepared by AWVN, VNO-NCW and MKB-Nederland, emphasizes that by working smarter, organizations can increase labor productivity and promote economic growth. Important themes for the coming collective bargaining season that organizations need to increase their labor productivity are: pay, the organization of work, lifelong learning and vitality.

Green working conditions on the rise
Sustainability is receiving increasing attention in collective bargaining negotiations. By January 1, 2024, more than a third of the 657 caos surveyed contained agreements on making commuting more sustainable. This trend is driven by:

• The increasing focus on sustainability in terms of employment notes;
• The need for modern working conditions in a tight labor market;
• The knock-on effect of Climate Agreement targets.

There are opportunities here for HR professionals: green benefits not only make organizations more attractive to talent, but also increase employee engagement and contribute to the organization's sustainability goals.

What are the biggest challenges for HR in the future?

The future brings interesting priorities for HR. Our research shows that the following six themes represent the most important challenges for organizations.

1. Increase work happiness

Work happiness is seen by 36 percent of HR professionals as one of the biggest challenges for the future, especially in healthcare. To keep employees happy, HR will need to invest in strategies such as wellness programs, flexible working and recognition of achievements.

Figures on work happiness:

• HR professionals and working people rate their work happiness an average of 7.4.
• The most important factors contributing to work happiness are: a nice working atmosphere and workplace, togetherness among colleagues, empowering employees.

2. Dealing with different generations in the workplace

Managing a multi-generational workplace effectively is seen as a key challenge by 36% of HR professionals. Each generation has unique motivations and needs, which calls for customized HR policies. Understanding these differences is essential to keeping employees motivated and engaged.

Why customization is needed:

• Unique motivations: what motivates Generation X may be less relevant to Generation Z.
• Different moments of energy: generations derive satisfaction from a variety of activities and responsibilities.
• Different expectations: from work-life balance to career opportunities, each generation has its own priorities.

In the article 'Sustainable employability of employees differs by generation', employment agency Driessen shares key insights with you.

3. New ways of leadership

New ways of leadership are among the top 3 future challenges for HR. A whopping 35 percent of HR professionals say that new ways of leadership will be needed in the future. Good leadership goes beyond running a team or ensuring job satisfaction; it is also about personal leadership and self-reflection. As Kirsten de Roo states in her column "The Forgotten Art of Personal Leadership": "Leadership starts with yourself."

The most important traits of a good leader:

• According to HR professionals: empathy, communication and listening.
• According to working people: empathy, listening and clarity.

Empathetic leadership plays a crucial role in this. The ability to understand the feelings, needs and perspectives of others not only makes leaders more effective, but also more humane. Empathy goes beyond traditional views of soft skills; it is an essential trait that requires courage, integrity and decisiveness.

Please also read the interview with Jitske Kramer on leadership in times of change.

4. Long-term strategy for HR

For HR, 2025 is more than ever about looking ahead. A whopping 34 percent of HR professionals see developing a long-term strategy as a key challenge. A thoughtful HR strategy not only helps organizations retain and develop employees, but also prepares them for future changes and opportunities. Consider topics such as sustainable employability, strategic workforce planning and encouraging growth with lifelong learning. Inclusiveness and technology are also given a firm place in HR policy. And don't forget sustainability, because green working conditions make organizations more attractive and future-proof.

5. Balance results, society and sustainability

Balancing business results with social responsibility and sustainability is a growing challenge, especially in the context of ESG (Environmental, Social, Governance). 32 percent of HR professionals see this topic as a key future challenge. As a start, it is smart for HR to learn more about the CSRD.

6. Safety and respect in the workplace

Although it is slightly less of a priority, ensuring an inclusive and safe work environment remains an important issue for 24% of HR professionals. How do we prevent transgressive behavior and what can we do preventively, we talked about that with behavioral biologist Patrick van Veen. Calling each other to account for behavior, starting conversations and ensuring social safety on the shop floor. According to Patrick, these are the focal points for a healthy, respectful and effective working environment in which conflicts are resolved rather than escalated. A confidant makes an important contribution when it comes to building a safe and open working environment.