4 Attraction and Retention Trends to Monitor in 2025

Employers will likely continue to struggle to attract and retain talented employees this year. An EY report found that 38% of employees will likely leave their jobs in 2025. This article explores four attraction and retention trends for employers to watch in 2025.

1. The Push for Return to Work

More employers worldwide are becoming “office advocates,” scaling back flexible work policies and mandating five-day in-office workweeks. However, many workers still value remote jobs and flexible work options, requiring employers to balance employee preferences with business needs.

2. Growing Demand for GLP-1s

Weight loss drugs continue to grow in popularity. Since glucagon-like peptide-1 (GLP-1) treatment costs, on average, $1,000 per individual each month, workers may be looking for employer-sponsored coverage for these weight loss drugs and could make their employment decisions based on such offerings. While more employers are considering covering GLP-1s, many are concerned that they must be used for extended periods to be effective, requiring a long-term commitment.

3. Gig Work Popularity

Gig work is quickly becoming a key component of the world economy. Organizations are increasingly competing with the appeal, accessibility and flexibility of gig work. Employers may explore ways to compete with the gig economy’s advantages by offering autonomy, schedule flexibility and faster access to earnings.

4. The Rise of AI and Automation

Artificial intelligence (AI) and automation are undoubtedly changing the future of work. Reports show that as machines and algorithms begin performing manual tasks, millions of jobs will be created in areas such as data analysis, software development and cybersecurity. This means that many jobs employers are hiring for in 2025 and beyond may require advanced skill sets.

Employer Takeaways

Employers can remain competitive in an evolving labor market by monitoring employees’ current and prospective needs and wants throughout the year.

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