6 New Trump Policies That Affect HR, Supervisors, and the Workforce

The first two weeks of Donald Trump’s second presidency have been marked by a flurry of executive orders, policy shifts, and agency shakeups that are already reshaping the workplace landscape. From the restructuring of federal agencies to changes in hiring practices and diversity initiatives, these developments have significant implications for HR professionals, supervisors, and employees across industries.

Here’s a breakdown of six key policy changes and what they mean for HR teams navigating this evolving environment:

1. Firing of EEOC Commissioners May Test a 90-Year-Old Supreme Court Ruling

One of the most controversial moves by the Trump administration has been the removal of key commissioners from the Equal Employment Opportunity Commission (EEOC). This decision challenges a long-standing Supreme Court ruling that protects independent agency heads from arbitrary dismissal. If upheld, this move could grant future presidents greater control over regulatory agencies, impacting how workplace discrimination laws are enforced. HR leaders should prepare for potential shifts in EEOC oversight and case rulings that could alter employer obligations.

2. Trump Administration Offers Buyouts to Federal Workers

In an effort to downsize the federal workforce, the administration has rolled out voluntary buyouts and early retirement incentives for federal employees. This initiative could create both opportunities and disruptions in HR staffing strategies, particularly for government contractors and agencies that rely on federal partnerships. HR professionals in affected sectors should anticipate workforce planning challenges and be ready to adjust recruitment and retention strategies accordingly.

3. DOL Pauses Contractor Hiring Discrimination Enforcement

Following an executive order from President Trump, the Department of Labor (DOL) has temporarily halted enforcement of hiring discrimination rules for federal contractors. This pause raises concerns about compliance uncertainty for businesses that contract with the government. HR teams should closely monitor developments and ensure internal policies remain aligned with broader anti-discrimination laws while awaiting further guidance.

4. Rescinding of Biden-Era AI Executive Order

Trump has overturned a Biden-era executive order that aimed to regulate the use of artificial intelligence in hiring and employment decisions. Without these regulations, companies may face fewer compliance requirements related to AI-driven hiring practices but could also be exposed to greater legal risks if AI tools unintentionally introduce bias. HR professionals should reassess their use of AI in recruiting, performance evaluations, and workplace management to ensure fair and ethical application.

5. Elimination of Remote Work for Federal Employees and Hiring Freeze

In a sweeping executive order, Trump has eliminated remote work options for federal employees and instituted a hiring freeze across many agencies. These actions signal a shift away from flexible work arrangements and could influence private-sector trends. HR leaders should evaluate their own remote work policies, as employees may look for clarity on whether similar expectations will apply in their industry. Additionally, companies that rely on federal contracts may face disruptions due to reduced government staffing.

6. Executive Orders Target Diversity, Equity, and Inclusion (DEI) Initiatives

Trump’s latest executive orders have dismantled Biden-era DEI programs, halting federal funding for diversity training and workplace inclusion efforts in government agencies and federal contractors. This policy shift may lead some businesses to reevaluate their DEI initiatives, while others may choose to maintain or expand such efforts independently. HR leaders should assess the legal and cultural impact of these changes on their organization and communicate clearly with employees about the company’s stance on diversity and inclusion.