Each presidential transition brings changes to the HR and employee benefits landscape. When President Donald Trump took office in 2016, he overturned or revised many of his predecessor’s federal regulations, a common trend between administrations of opposing parties. It is also something likely to continue under President elect Joe Biden.
With any legislative change - regardless of intent or outcome - employers must adapt quickly or risk penalties. This can mean redrafting internal policies, recategorizing workers, changing organizational priorities, rewriting employee handbooks, and any other HR responsibility. Essentially, the more prepared an HR team is, the easier it will be for them to succeed in a changing landscape.
Some of the policies upon which Biden campaigned may not come to fruition. Moreover, wide-sweeping workplace changes may be stifled due to congressional gridlock, though Biden will retain the ability to affect change through executive orders.
However, thinking about these issues early can help inform operational planning and prevent last-minute scrambling when change arrives. To that end, this week’s blog post discusses potential changes employers can expect during a Biden presidency. Here are nine areas to watch;