HR Insights - April 2025

Monthly HR Newsletter for Small Business

How Preventative HR Saves You Time, Money, and Headaches

Many small business owners hesitate to invest in HR support until something goes wrong. It feels easier to deal with issues as they arise than to plan ahead. But the truth is, a reactive approach usually ends up costing more in time, money, and stress.

At On Demand HR Solutions, I believe in building smart, sustainable systems that help you prevent problems, not just fix them. Here are six simple ways a preventative HR approach can work in your favor:

1. Stay compliant before it becomes costly

Waiting until you’re facing a claim or audit is too late. Proactive compliance reduces your legal risk and helps you avoid fines and fees - sometimes in the thousands.

2. Support your managers with the tools to lead well

It’s often said that people don’t leave jobs, they leave managers. When you equip your managers with training and support, they’re better prepared to lead, coach, and build strong teams.

3. Prioritize employee wellbeing

Caring for your employees’ wellbeing isn’t just the right thing to do - it boosts retention and productivity. Happy teams perform better.

4. Set clear expectations with policies

Up-to-date policies reduce confusion, provide consistency, and give you a strong foundation for handling employee issues fairly and legally.

5. Address performance early

Performance problems don’t usually resolve on their own. Addressing them early helps you protect your culture and keep your team on track.

6. Create a culture of communication

Encouraging open dialogue helps you catch issues before they escalate. It also builds trust and fosters a healthier work environment.

If you’re not sure where to begin, let’s chat. A quick call can help you identify easy wins to get ahead of future headaches.

Are Your Performance Reviews Biased?

Gender bias doesn’t just show up in hiring, it often sneaks into performance reviews, too.

A recent study found:

❌ 56% of women were described as “unlikeable” in reviews

❌ 78% were called “emotional”

This kind of language isn’t just unfair - it holds people back and can impact your entire team’s morale and performance.

Here’s how to make reviews more equitable:

✅ Offer bias awareness training for managers

✅ Use clear, consistent evaluation criteria

Even small changes to your review process can help you retain top talent and build a stronger, more inclusive workplace. When’s the last time you took a hard look at how your team gives feedback?

Read the full report →

What the New Affirmative Action Executive Order Means for Businesses

In January, President Trump signed a new executive order eliminating federal affirmative action requirements for contractors. Here’s what you need to know:

🟣 Contractors are no longer required to create Affirmative Action Plans (AAPs) or set diversity goals.

🟣 The Office of Federal Contractor Compliance Programs (OFCCP) has been directed to stop enforcing these requirements.

🟣 Anti-discrimination protections under Title VII remain in place, along with requirements for veterans and individuals with disabilities.

There’s a 90-day transition period, but many contractors are already adjusting. Now’s a great time to review your compliance and inclusion strategy. If you’re not sure how these changes impact you, I’d be happy to help you think through next steps.

More Than Half of U.S. Workers Are Considering a Job Change

According to a recent report, **56% of U.S. workers are thinking about leaving their current roles in 2025**.

That’s a wake-up call for employers. Keeping your best people means being intentional about culture, communication, recognition, and growth.

If you’re not sure where to focus your retention efforts, I can help you identify simple strategies that make a real difference.

Read the article →

HR Software Can Save You Hours Each Week

Let’s be honest, managing people is a lot of work. Even when things are going well, HR tasks like tracking time off, updating employee records, or planning training sessions can quickly eat up your time.

That’s where HR software comes in. It automates the admin, so you can focus on growing your business.

Top 3 reasons small businesses love it:

1. Save time

No more digging through paperwork or spreadsheets to manage employee records or time off requests.

2. Stay organized

Everything lives in one secure place, and you can access it anywhere, from your office or your phone.

3. Support development

Easily track performance reviews, one-on-ones, and employee training.

If you’re not using HR software, or your current system isn’t working for you, reach out. I can help you find a solution that fits your needs and your budget.

Q&A: Quick HR Answers

Q: What if an employee won’t acknowledge a policy update?

A: Make sure updates are communicated clearly, ideally in a team meeting, virtual session, or brief training. Document who’s been informed and when. A signature isn’t always required, but good records protect your business. If an employee refuses to sign, get support to address it.

Q: Can I monitor employee emails or internet use?

A: Yes - but do it thoughtfully. Under federal law, employers can monitor work communications on company devices. Some states require notice, so be sure to check your states regulations before taking action. Clear, respectful policies help you stay compliant and avoid confusion.

Q: What if an employee asks for a disability accommodation?

A: You’re required to engage in a good-faith “interactive process” under the ADA. This includes talking with the employee about their needs and exploring reasonable adjustments. Don’t ignore or delay - failure to engage can lead to legal issues. Need help navigating it? Let’s connect.

Have an HR question you'd like answered? Just message me here and I'll include it in the next edition.

👉 Visit my Services page to see how On Demand HR Solutions can support your HR needs without breaking the bank.

Let us know what you think in the comments!