SHRM Celebrates 2024 Government Advocacy Federal, State Wins

SHRM elevated the voice of HR before Congress, federal agencies, and state legislatures in 2024, advancing HR’s perspective on such critical issues as untapped talent, the growing role of AI, and access to paid family leave. Here’s a review of some of SHRM’s wins last year, as highlighted in SHRM’s 2024 Year-End Review Advocacy Impact Report.

“2024 has been a pivotal year for HR policy,” said Emily M. Dickens, J.D., SHRM chief of staff, head of government affairs, and corporate secretary. “Through thoughtful advocacy and collaboration, SHRM has solidified its role as a trusted advisor to policymakers worldwide. These achievements reflect our mission to elevate the workplace for employees, employers, and HR professionals alike.”

Strengthening HR’s Voice on AI, Hiring Policies 

SHRM amplified HR’s perspective on workplace dynamics and the integration of artificial intelligence in the workplace. 

• SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, testified before the U.S. Senate Committee on Armed Services, addressing the challenges of talent acquisition and retention within the Defense Department and the broader defense industry. 
• Meanwhile, Dickens shared insights with the New Democrat Coalition’s AI Working Group, advocating for a balanced, human-centric approach to AI integration. These efforts reinforced the critical balance between human intelligence and technological innovations in modern workplaces. 
• Ken Meyer, immediate past president of the New York City chapter of SHRM, represented SHRM in a Senate subcommittee hearing on AI in the workplace. In his testimony, Meyer called for a unified federal framework to responsibly regulate AI that allows businesses to innovate while ensuring fairness, inclusion, and diversity. 

Pioneering Paid-Family-Leave Conversations

Working with a bipartisan House working group, SHRM advocated for the introduction of the Interstate Paid Leave Action Network Act (I-PLAN Act). This legislation, which includes recommendations from SHRM, seeks to harmonize state paid-leave programs and establish consistent national standards to create more meaningful access for employees and reduce administrative burdens for multistate organizations. 

In a letter to the congressional bicameral paid leave working group, SHRM emphasized the federal government’s pivotal role in establishing a national framework to unify state programs and fill in coverage gaps for workers. Additionally, SHRM is actively engaging policymakers on this issue through roundtable discussions, direct communications, and written advocacy to ensure members’ perspectives are represented throughout the legislative process. SHRM encourages stakeholders to help Congress continue this vital discussion by advocating for the I-PLAN Act’s introduction. 

Eliminating Barriers with Immigration Reforms

Last year brought two opportunities for SHRM to make headway on immigration reforms that affect the modern workforce. 

SHRM supported the Department of Homeland Security’s rule extending certain employment authorization document (EAD) validity from 180 days to 540 days. SHRM argued in its regulatory comment that this extension should be permanent to address employer concerns about processing delays, improve workforce reliability, and continue necessary screenings.

Separately, the final H-1B Modernization Rule introduced greater flexibility for F-1 students transitioning to the workforce and promoted skills-based hiring—changes that SHRM championed and represented a victory for workforce adaptability and innovation. 

Preserving Balanced Employment Practices

SHRM also celebrated a significant win last year when a federal appeals court set aside the Federal Trade Commission’s (FTC’s) proposed noncompete rule. By filing an amicus brief advocating for balanced solutions, SHRM ensured noncompete agreements remain viable tools for businesses when used responsibly. 

“SHRM has been clear on this issue from the beginning, advocating for balanced business practices that protect both workers and employers,” Dickens said. “The court’s decision affirms our position—like SHRM, the judge recognized that the FTC’s sweeping ban failed to explore less restrictive alternatives and ignored the positive impact noncompete agreements can have when applied appropriately.”

State-Level Advocacy Successes

SHRM advocates were also busy on state legislation in 2024: 

• SHRM and the California State Council of SHRM (CalSHRM) successfully opposed 2024 legislation that would have forbidden employers from contacting employees after working hours. Instead, SHRM championed flexible work solutions that better accommodate both workers and businesses. 
• SHRM and CalSHRM also helped secure the enactment of Assembly Bill 2179, which raises awareness of apprenticeship programs and technical education courses by requiring school districts to provide parents or guardians of students in grades 11 and 12 with information on local apprenticeship programs at the beginning of the first semester or quarter of the school year.
• In New York, SHRM’s advocacy led to a sunset provision of the state’s mandated COVID-19 sick-leave policy, restoring predictability for businesses while maintaining fair worker protections. 

Global Policy Engagement

SHRM advanced its global advocacy efforts in 2024 through strategic participation in international forums, including the Global Forum on Migration and Development and the Equal Pay International Coalition’s global event on closing the gender pay gap. Additionally, SHRM’s leadership at the Global Conference on Human Resources in Africa, held in Ghana, highlighted the integration of AI in HR practices and SHRM’s commitment to fostering global workforce development.