President Trump’s First 100 Days: SHRM Reveals Key Workforce Insights Amid Major Transformations

ALEXANDRIA, Va. – Today, SHRM, the trusted authority on all things work, worker, and the workplace, is actively addressing the latest impacts from the Trump Administration’s first 100 days in office and how it has significantly reshaped the world of work. From a surge in executive orders to federal workforce reductions, these moves have introduced new challenges in the labor market and even opportunities for employers to evolve inclusive practices across all industries. 

With April 29 marking the 100th day of the second Trump administration, now is a good time to take stock of what has changed and how business and HR leaders should be responding.

President Trump has issued more than 100 executive orders (EOs) since taking office, setting a new pace for policymaking in key areas affecting the workplace. These orders signal shifts in:

• Inclusion and diversity practices (I&D)

• Immigration and labor market policies

• Deregulation efforts

• Artificial intelligence (AI) governance

• Federal workforce strategies

While these executive orders do not directly alter existing labor laws, they provide clear direction for how federal agencies are likely to enforce them. This has far-reaching consequences for hiring practices, compliance, and employer policies, underscoring the need for agility and informed decision-making. SHRM has developed an array of resources to help employers understand and respond proactively to these developments, including SHRM’s Executive Order Impact Zone.

“As businesses face these rapid changes, it’s crucial not to panic but to remain focused on your core goals,” said Emily M. Dickens, SHRM Chief of Staff, Head of Government Affairs, and Corporate Secretary. “By aligning your strategies with organizational objectives and prioritizing a healthy workplace culture, companies can turn uncertainty into an opportunity for growth and resilience.”

Additionally, the federal workforce has experienced significant disruption due to widespread layoffs. Notable figures include:

• Approximately 160,258 federal workers were affected by the decisions of the Trump Administration as of April 2025 – including DOGE Layoffs, Non-DOGE Firings, and Deferred Resignation Program Acceptances.

• This estimate does not include federal contractors who have had to comply with new legislation nor those who may have quit without the use of the DRP.

• Job losses in the federal sector now account for a substantial portion of total nationwide reductions, influencing the broader labor market.

These workforce reductions have created talent shifts, with many skilled federal employees seeking roles in the private sector. However, challenges persist as not all candidates are immediately able to transition, and employers face ongoing difficulties filling specialized positions.

SHRM underscores the importance of adaptability during this period of uncertainty. For HR professionals, this requires pivoting to a compliance-focused strategy while maintaining flexibility. By leveraging the “Three Cs” framework – clarity, consistency, and compliance – businesses can effectively refine their operations. Employers are also encouraged to prioritize internal auditing processes, including Form I-9 compliance, to mitigate the risks of heightened enforcement from federal agencies.

At the state level, legislative responses continue to introduce new challenges for multi-jurisdictional employers. From pay transparency mandates to the role of AI in hiring processes, businesses must stay informed while advocating for workforce development reforms that align with operational goals.

Beyond compliance, SHRM highlights opportunities to strengthen the labor pipeline through innovative approaches, such as skills-based hiring and workforce upskilling.

In this environment, staying compliant is only part of the equation. HR leaders must also weigh how to protect company culture and manage employee concerns amid major policy shifts and political polarization. This is also a leadership moment for HR, as your C-suite and board are looking for clear guidance on how these changes will affect your organization’s workforce planning and talent strategy.

For more information on SHRM’s guidance, please visit https://www.shrm.org/advocacy/first-100-days.

About SHRM

SHRM is a member-driven catalyst for creating better workplaces where people and businesses thrive together. As the trusted authority on all things work, SHRM is the foremost expert, researcher, advocate, and thought leader on issues and innovations impacting today’s evolving workplaces. With nearly 340,000 members in 180 countries, SHRM touches the lives of more than 362 million workers and their families globally. Discover more at SHRM.org.