7 Workforce Trends That Could Impact You in 2026

When you work in HR, you don’t want to get blindsided by anything in the workplace. That’s why you want to stay ahead of workplace trends.

If you’re aware of what might be coming your way – after all, not all trends impact you – you can be ready to react if there is an impact. Or, if there isn’t an immediate impact, you can watch and learn from the sidelines.

Workforce Trends On the Horizon

Most trends are built partly on theory and backed with some data. So we can never be sure that they’ll pan out. But at HRMorning, we want to do our job to ensure you know what’s happening in the HR space that could impact your operations this year.

To that, here are seven trends that are on the horizon — so you’re ready to handle them if they impact your organization.

1. The Hybrid Creep Will Rise

The number of in-office days will likely increase, causing the “Hybrid Creep.” In fact, hybrid workers who require in-office days are on the rise: 34% now go into the office four days a week, up from just 23% in 2023, according to data from Owl Labs.

“Driven by executive preference for visibility, real estate costs, and culture concerns, hybrid creep could drive us toward fully in-person workplaces,” says Frank Weishaupt, CEO at Owl Labs. “In 2026, this tension will reach a critical point, and employees will continue to push for control over their time and flexibility in their workdays.”

Why? Almost 40% of employees said they would reject a job without flexible hours.

2. Workslop Will Rise

We all know that the AI use is increasing in the workplace. Eighty percent of employees are already using or experimenting with AI at work. And while it can be a good thing, with it comes a new phenomenon: workslop. It’s generic work and cookie-cutter content generated from AI that says nothing.

“The workplace is caught between work that’s automated away and work that’s automated into mediocrity,” says Owl Labs’ Weishaupt.

So how can we overcome workslop?

“In 2026, managers will need to prove they can do what AI currently cannot – drive creative problem-solving, build authentic team culture, navigate complex interpersonal dynamics, and shape strategic direction,” Weishaupt explains. “Those who lead with human judgment and strategic thinking will become indispensable, and organizations bear the responsibility of upskilling managers, establishing benchmarks that measure uniquely human capabilities, and training managers to leverage AI rather than compete with it.”

3. Collaboration Space Will Change

As employees spend more time in the office, the office space will likely change a bit.

“With this, businesses will be rethinking how their offices are set up – including more huddle rooms and collaboration spaces and upgrading technology to ensure they are conducive to meetings with in-person employees and with clients and colleagues who may be dispersed,” says Holger Reisinger, SVP at Jabra.

Employees won’t just be hiding behind screens anymore and they’ll need space and technology that helps them collaborate in ways that keep them productive.

4. AI Mindset Will Change

We can’t have a trends conversation without mentioning AI. But this year, Polina Dimitrova, Global Head of People at Make, suggests HR leaders look beyond the idea that AI will allow you to run on autopilot.

“The true value of AI takes thoughtful, human design,” says Dimitrova. “When the admin noise disappears, people can fully focus on amplifying capability, culture, and leadership.”

Agentic AI will help HR predict, decide, and act, but it will take foundations in data and AI fluency as starting points.

“The future HR function will be part human strategist and part system architect, allowing people to build their own efficiencies,” says Dimitrova. “The biggest impact isn’t technology, but rather, it’s the mindset.”

5. The Ability to Reskill Will Separate the Future-Ready

Regardless of whether we love or hate AI, and whether it creates good or sloppy work, most people will have to use it to some degree. If they don’t, they could be at a disadvantage in the coming year.

“HR leaders who haven’t embraced reskilling opportunities for their people, or even taken the personal initiative to learn more about AI, will be at a disadvantage,” says Jackie Stinnett, VP of People & Great Work at O.C. Tanner. “As roles evolve and automation grows, investing in employee development will be critical to remaining competitive and retaining top talent.”

It’s everyone, she adds: “One of today’s common workplace beliefs – that ‘AI doesn’t apply to me’ – will be completely false by 2026. AI is quickly becoming a part of every function, and employees at all levels will need to interact with it in some form. HR’s job will be to help teams feel empowered, not intimidated, by that shift.”

6. Soft Skills Will Be Critical

So, if AI use increases and workslop inevitably follows, we can be hopeful that humans will need to step in and step up to right the ship.

That’s what Kara Ayers, SVP of Global Talent Acquisition at Xplor Technologies, believes.

“As AI continues to automate technical tasks and streamline decision-making, soft skills will be a competitive advantage in the workplace,” says Ayers.

“Qualities like emotional intelligence, adaptability, communication, collaboration, and critical thinking are more valuable than ever. Companies are shifting hiring priorities to focus not just on what candidates know, but how they connect, lead, and respond to change,” says Ayers. “As machines handle more of the ‘what,’ soft skills define the ‘how’ and ‘why’ that drive organizational success.”

7. Kindness Will Be Essential

We’ve said it before: The world often isn’t a kind place. The workplace should be. Karishma Patel Buford, Chief People Officer at Spring Health, believes that organizations’ reactions to what’s going on outside of their walls can impact what goes inside them.

“Political polarization in the workforce will lead to a drop in perceived empathy and psychological safety,” says Patel Buford. “HR leaders will feel pressure to take a political stand but there is an inherent risk to belonging with companies taking anything but a non-neutral stance.”

Companies will want to foster a sense of belonging, ensure that diverse voices are valued, support equitable treatment, and let people bring their full selves to work. “Role-modeling and manager coaching focused on inclusive leadership will be more important than ever, given the macro political environment,” says Patel Buford.

Want to Go Deeper on HR Trends for 2026?

Knowing what’s coming is only part of the challenge. Understanding how HR and finance leaders are actually responding – and where the biggest priorities are shifting – is just as important.

Join HRMorning for this free on-demand webinar, Top HR Trends and Priorities for 2026. Register here.