A return-to-office policy can seem like a reasonable operational shift, but when it significantly alters the terms of an employee’s role (especially without notice) it can trigger legal claims. As Connor Levy explains, “Even though something like going from zero days in the office to five days could constitute constructive dismissal, there are ways employers can mitigate those risks, and that starts with advance notice.” Shannon Faleiro adds that the most common triggers involve reductions in compensation, shifts in job duties or reporting structures, and increasingly, unresolved toxic work environments.

With more and more HR teams adopting AI tools and remote work becoming standard, the conversation around privacy, compliance, and performance management is intensifying. In this week’s interview, Jordan Michaux breaks down what HR leaders need to know to navigate this evolving space.

When IBM announced last May plans to replace hundreds of HR workers with AI agents, it sparked fear across the industry and reignited a question many HR leaders have been quietly asking themselves: “Are we next?” But Erin Campbell, CHRL and COO at Altis Recruitment, has a different take.

In fast-growing tech companies, HR can’t afford to stay on the sidelines. With rising burnout and constant change, People & Culture leaders are being called to lead, not just support. But what does it really mean to embed HR into the business? Tyler Cheyne, VP of People and Culture at Svante, says it starts with knowing your people as well as your strategy. In a conversation with PACT, he shares how HR can build trust, shape culture, and influence outcomes by meeting the organization where it’s at.

While building top teams has always been a priority, defining, finding and keeping great talent in an ever-changing world has truly become the key to success. We sit down with Klue’s Senior People Business Partner, Simran Bahia, to talk about their recently refined, three-pronged approach to ‘Defining Great Talent’ and how owning performance, potential and cultural contributions allow everyone to hold a high bar for themselves, while inspiring the innovation required to build a category-leading company.

The workplace can deeply shape and influence our identity, structure, and sense of purpose, which is why mental health at work is far more than a personal issue; it’s a leadership responsibility. As Shona McGlashan noted at Tech Talent North, “60% of people say their job is the single biggest factor influencing their mental health.” Perhaps even more striking, “managers now have just as much impact on a person’s mental health as their spouse.”