SHRM State Policy Priorities
We are committed to advancing impactful workplace policies in state legislatures across the country, with direct advocacy efforts in California and New York.
Learn more about SHRM’s state priorities.
“Government policies affect a wide range of workplace issues, especially the relationship between employers and employees. The pace and complexity of change also affects workplace governance. As a result, clear, balanced rules and guidance on governance issues are critical to creating better workplaces.”
Emily M. Dickens, Chief Administrative Officer, SHRM
Artificial Intelligence (AI) and Automated Employment Decision Tools
“Human intelligence plus AI equals ROI.” – Johnny C. Taylor, Jr., SHRM-SCP, President & CEO for SHRM
State and local governments are shaping AI legislation in the workplace. SHRM is working with lawmakers to advance responsible AI policies that support innovation. HR professionals are leveraging AI to meet modern workplace demands, SHRM believes AI will help members create dynamic, inclusive, and productive workplaces.
Pay Transparency and Equity
Pay transparency is a growing workplace issue, with more laws requiring salary range disclosures. SHRM believes salary ranges are only part of total compensation, which includes culture, growth opportunities, and benefits. SHRM works with policymakers to ensure fair pay while supporting employers’ unique business practices.
التوظيف على أساس المهارات
SHRM research shows over 75% of organizations struggled to recruit for full-time roles last year, with 40% of candidates lacking experience and 37% missing technical skills. SHRM advocates for policies that help individuals gain skills, expand the talent pool, and support overlooked groups like veterans, opportunity youth, military spouses, and those without a four-year degree. Employers should outline career paths, highlight required skills, and prioritize reskilling and upskilling to boost retention and encourage internal growth, especially in a tight labor market.
Flexible Work Arrangements
The demand for flexible work options, such as remote work, flexible hours, and compressed schedules, is growing. SHRM supports policies that enhance flexibility but warns against one-size-fits-all mandates that limit employer autonomy. A collaborative approach with clear communication and transparent expectations for after-hours work is key to effective workplace cultures.
Workplace Health and Safety
SHRM emphasizes the importance of safe workplaces to protect employees and boost well-being and productivity. SHRM urges state and local lawmakers to collaborate with management on clear, specific, and practical safety regulations that balance employee protection with a competitive business environment.
Interstate Mental Health Compact Agreements
Interstate compacts allow licensed mental health professionals to practice across state lines, bridging care gaps through telemedicine. SHRM supports state participation in agreements like the Counseling Compact and PSYPACT to expand mental health access via telehealth. These initiatives promote workforce wellness and healthier workplaces nationwide.
4-Day (32-Hour) Workweek
A mandated, universal 32-hour workweek does not account for organizational capacity, resources or other aspects of the modern world of work. Organizations are already well-suited to shape organizational culture to adjust to the needs of their workplaces by voluntarily offering benefits like flexible start and end times, remote work opportunities and compressed workweeks. Importantly, these solutions empower both businesses and employees to thrive in a dynamic work environment without creating undue compliance or administrative burdens.
الإجازة مدفوعة الأجر
With no federal paid-leave option imminent, more states are joining the 13 with paid family and medical leave programs. SHRM urges Congress to adopt its Paid Leave Principles, supporting a voluntary insurance market to fund paid-leave benefits through pooled resources. SHRM also collaborates with states to ensure new laws benefit both workers and employers.
Supporting Untapped Pools of Talent
To address talent shortages, SHRM encourages hiring from untapped talent pools, including veterans, military spouses, older workers, individuals with disabilities, justice-involved individuals, and opportunity youth – disadvantaged young people who are neither in school nor in the workforce. These groups offer unique value to employers willing to invest in them. SHRM works with state policymakers to remove barriers, foster supportive workplaces, and boost workforce participation in the evolving world of work.