Top 5 Trends in Employee Attraction and Retention for 2025

The battle for top talent isn’t over. While employee quits declined in 2024, studies suggest turnover could surge in 2025, with 38% of employees considering a job change. To stay ahead, organizations must adapt to these key trends.
 

The workforce trends that will shape 2025
 

1. Unemployment rates above 4% 

A slowing job market may shift leverage back to employers, but competition for skilled talent remains fierce. 

2. AI and automation in the workplace 

As artificial intelligence reshapes jobs, companies must invest in upskilling to attract and retain a future-ready workforce. 

3. Demand for GLP-1 weight loss drugs 

With more employees factoring GLP-1 coverage into job decisions, employers must weigh the financial impact of adding these medications to benefits packages. 

4. Return-to-office push 

Companies are tightening in-office mandates, but balancing flexibility with business needs remains critical to retention. 

5. The rise of gig work 

The gig economy’s appeal continues to grow, forcing traditional employers to rethink flexibility and compensation strategies. 

The workforce is evolving — are you ready?  

Download our full report to learn how to refine your talent strategies for 2025 and take your learnings a step further with our top-performing attraction and retention content. Make sure to read these eight tips to improve your work culture and retention efforts. Then, reimagine your retention strategies with fresh, innovative ideas. 

TruePlan’s employee benefits services can enhance employees’ satisfaction and loyalty. Contact us today to learn how we can help strengthen your organization's foundation for long-term success. Our team will guide you through plans that can nurture your team's potential and create an environment where employees are excited to contribute and grow.  

This content is for informational purposes only. It has been partially generated from an AI language model, which may not always be exhaustive or tailored to individual circumstances. We encourage you to contact one of our experts for more information. We assume no liability arising from any use of this content.