👀 AI, culture clashes & ‘workslop’: What CHROs must watch in 2026

Hey HR Pros!

This year, CHROs aren’t just navigating new tech, they’re managing its side effects.
From AI burnout to culture dissonance and a rise in low-quality “workslop,” the pressure is on to protect employee experience and business outcomes.

Upcoming In This Issue:

• 🧠 51% of employees want upskilling tied directly to AI adoption

• 👀 AI, culture clashes & ‘workslop’: What CHROs must watch in 2026

• 💸 What HR leaders can learn from the Philippines' 13th month pay rule

• 🧑‍💼 Research by TopResume: Why so many executives are eyeing the exit, but can’t leave

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 📰 Latest in HR News

• Top-rated worker sues dental staffing firm over unseen background check

• State paid family leave benefit changes in 2026

• PNC announces a 5-day RTO mandate, bringing workers back in full-time

• Caterpillar worker sues, claims firing came after racial harassment report

🧠 51% of employees want upskilling tied directly to AI adoption

In HR, we’re all asking the same thing: How do we help teams adopt AI without causing panic, or worse, indifference? From what I’ve seen, most employees want to reskill. They just need a reason to believe the effort is worth it.

What’s missing?

Key Insights for HR Leaders

• 🧠 51% of employees want upskilling tied directly to AI adoption.
  They’re open to AI—but only if they’re equipped to handle it through real, strategic training programs.

• 👀 Behavioral contagion drives AI adoption at work.
  Employees are more likely to use AI if they know just one colleague who uses it (Source: Irrational Labs).

• 📣 79% of employees adopt AI when managers actively endorse it.
  Manager support turns AI from “optional tool” to “everyday norm” in the workplace.

• 📉 Only 26% of HR leaders are highly involved in AI implementation.
  Despite 68% of employees saying HR should lead, most HR pros aren't yet at the center of AI strategy.

read the full 533-word article here

📆 AI, culture clashes & ‘workslop’: What CHROs must watch in 2026

By 2026, this culture dissonance is reaching a breaking point, with employees asked to deliver more while receiving less in return.

Pair that with a wave of AI-fueled burnout, fake résumés, and rising demand for transparency, and you’ve got a to-do list no CHRO can ignore.

Key Insights for CHROs in 2026

• 🧠 AI fatigue is real—and it’s harming mental health.
  CHROs must train managers to spot disordered AI use and address the psychological impacts of constant AI exposure.

• 📝 “Workslop” is crowding out quality.
  Gartner warns AI overuse is producing fast but poor-quality work, threatening productivity and long-term performance outcomes.

• 🎭 1 in 4 résumés could be fake by 2028.
  With both job seekers and recruiters using AI, hiring may soon become a battle of bots unless the process is re-humanized.

• ⚖️ Culture dissonance is driving “regrettable retention.”
  Employees are staying put but disengaged, as company values no longer align with lived experience—hurting morale and brand reputation.

read the full 553-word article here

HR LOLs

💸 What HR leaders can learn from the Philippines' 13th month pay rule

In HR, we spend a lot of time dissecting compensation structures, but few are as emotionally resonant, or as structurally elegant, as this one.

In the Philippines, the 13th month pay is a reflection of national values, delivered right before Christmas. Born in the wake of inflation in 1975, this mandatory payout has grown from a wage support measure to a cultural cornerstone. It’s a powerful reminder that payroll policies can serve more than just compliance—they can deliver dignity, tradition, and shared joy.

For CHROs navigating global operations, this one’s worth studying not just for how it works, but why it lasts.

Key Insights on the 13th Month Pay Rule

• 📆 Employers must pay by December 24—no exceptions.
  The law mandates the bonus annually for all rank-and-file employees, regardless of tenure, by Christmas Eve.

• 💸 The formula is simple, the impact profound.
  13th Month Pay = Total Basic Salary ÷ 12. Overtime, commissions, and allowances are excluded for clarity.

• 🏦 Tax-exempt up to ₱90,000, it redistributes income.
  This exemption ensures low-to-middle income workers feel the full benefit—boosting financial inclusion without extra tax burden.

• 🌍 It’s not unique, but it is unmatched in spirit.
  Other nations have similar bonuses, but few enshrine them with this level of cultural significance and legal protection.

read the full 993-word article here

🧑‍💼 Research by TopResume: Why so many executives are eyeing the exit, but can’t leave

Many executives are restless, caught between golden handcuffs and a growing desire for better balance, transparency, and purpose. The executive job market, it turns out, is far from visible or straightforward.

Key Insights on the Executive Job Market

• 💼 38% of executives are actively considering quitting.
  Burnout, growth limitations, and work-life balance—not just pay—are pushing leaders to reevaluate their roles.

• 🔒 Golden handcuffs and contracts block exits.
  Clawbacks, confidentiality, and loyalty perks are keeping many C-suite leaders locked in longer than they’d like.

• 🕶️ Most executive roles are hidden from view.
  Only 24% of executives believe over half of senior roles are publicly posted—networks drive most hires.

• 🚺 Gender gaps persist in access and confidence.
  Women are less likely to be applying, more likely to feel blocked, and twice as likely to doubt landing a comparable role.

read the full 993-word article here

You Are Invited To: When Immigration Meets Employment