Top HR Policies for 2024

In our ever-changing world, organizations are being faced with new challenges and opportunities they haven’t had before. Things like Covid-19 affecting where employees work and disruptive technology means organizations need to adapt and ensure policies are updated to reflect current trends and societal shifts. With 2024 right around the corner, now is a great time to add to your employee policy manual with the latest trends we’re seeing that affect your people and business.

1. Generative AI Use Policy

With the rapid advancements in technology, many organizations and individuals are turning to Generative Artificial Intelligence (AI), such as ChatGPT, to enhance productivity and reduce time on tasks. However, there are serious concerns companies need to address with employees using AI in order to protect the company and mitigate risk. To address these concerns, companies should establish a Generative AI Use Policy.

This policy should highlight the risks associated with AI, including potential intellectual property (IP) infringement, security and confidentiality issues, and inaccuracies in output. To mitigate these risks, employees should be educated on using AI only in low-risk situations, thoroughly reviewing AI-generated output for accuracy and IP infringement, and never inputting confidential company information into AI systems.

By implementing a well-defined Generative AI Use Policy, organizations can harness the power of AI responsibly and ethically, ensuring a secure and compliant working environment.

2. Return-to-Office (RTO) Policy

As companies continue to recover and evolve from the impact of the COVID-19 pandemic, companies are reevaluating their remote work policies. For those organizations planning a return to the office, it’s crucial to establish a clear and transparent Return-to-Office (RTO) Policy.

Delaying the communication of RTO expectations to employees can inadvertently create implied contractual terms, potentially leading to constructive dismissal claims. Therefore, companies should proactively outline their desired work arrangements and expectations in writing, ensuring that employees are aware of any future plans to return to the office. As the impacts of Covid-19 get farther in the rearview mirror, and you have not returned to office once you safely could, then you are getting into implied contractual terms.

By implementing a comprehensive RTO Policy, organizations can navigate the transition back to the office smoothly, avoiding legal complications.

3. Complaint Resolution Policy

We are seeing an upward trend in employee harassment complaints and for this reason suggest a well-documented Complaint Resolution Policy. Employers who neglect to investigate complaints put themselves at risk of liability for failure to address employee concerns.

Companies should establish a clear and transparent complaint resolution process, outlining the steps to be taken when a complaint is filed. This policy should emphasize the importance of timely and thorough investigations, promoting a fair and equitable resolution for all parties involved.

By prioritizing a Complaint Resolution Policy, organizations can cultivate a positive workplace culture, demonstrating a commitment to addressing employee concerns and maintaining a healthy work environment.


To protect your business and support employees, it’s important to stay on top of current trends, technological advancements, and societal changes that affect your workforce and business operations. The Generative AI Use Policy, Return-to-Office Policy, and Complaint Resolution Policy are just a few examples of critical HR policies that have not been standard practice in the past but will contribute to a successful and compliant workplace moving forward.


Michelle MacFadgen is a Human Resource Consultant with uptreeHR Inc, a Human Resource business partner for small to medium sized businesses. Michelle and the team are based in Halifax, Nova Scotia.


To book a complimentary 30-minute consult with Michelle, click here.



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