Recent executive orders (EOs) aimed at dismantling DEI and restoring “meritocracy” haven’t changed laws intended to protect workers from discrimination, and ensure equal pay in the workplace.

Nevertheless, the Trump administration’s actions have created uncertainty among HR leaders about their legal obligations when it comes to fair pay, according to a recent show of hands at WorldatWork’s Total Rewards conference in Orlando, Florida.

At a session focused on global pay equity, Katie Bardaro, chief customer officer with pay equity platform Syndio, reminded attendees that the EOs in question don’t change federal laws that inform employers’ compensation practices. Still, “it is creating confusion among organizations,” she noted, that are seeking to understand, “how do I balance all those compliance changes that are coming at us with what is true for our business and business imperatives?”

For more on why the executive orders don’t shield employers from equal pay lawsuits, keep reading here.—CV

The report card for employee financial well-being is in, and it’s bad. (Like you’re about-to-get-grounded bad.)

Some 66% of employees said financial stress impacts their professional and personal lives, and 83% of HR pros see this stress harming productivity, according to a recent Morgan Stanley report. Also, 90% of employees think more employer-provided financial benefits would help achieve their goals.

“Overwhelmingly, employees said that due to the current economic instability, they feel employers should be more involved in helping employees to navigate these specific financial needs,” said Rodney Bolden, executive director and head of industry engagement and learning at Morgan Stanley. “But...it’s important for employers not to think there’s going to be a one-size-fits-all solution when it comes to employee benefits.”

For more on ways to tackle burnout through a strong financial benefits strategy, keep reading here.—MC

Gig work has been on the rise in recent years, as has global hiring. Last year, more employers hiring globally opted to turn to contractors, according to data from global employment platform Oyster’s customers, shared exclusively with HR Brew.

Oyster reported a “46% increase in new contractor engagements” between 2023 and 2024. Meanwhile, permanent full-time hires declined by 2% in that same period.

Workers historically may have viewed contracting as undesirable because of the burden of paying for their own taxes and benefits, and having less job security than a full-time role. But that might be changing, Marina Farthouat, Oyster’s VP of people, told HR Brew.

These days, workers are gravitating to gig work for a number of reasons, according to Farthouat. First, they increasingly see the value of taking on multiple projects at once without being beholden to one company. Second, on Oyster’s platform, these workers tend to have in-demand skills and can charge more as contractors for employers seeking their expertise. And finally, with concerns over layoffs, gig work might be safer to take on than relying on employment from one company.

For more on how global gig work is becoming a mainstay for many employers, keep reading here.—PM