A useful guide for what HR departments and SME employers may need to prepare for this year.
Some trends quickly come and go with little impact, however there are always some that will impact a workplace. It is important for SME business owners and HR teams to keep up with the topical issues, trends and language. Buzzwords may sound fluffy, but many reflect real workplace risks, expectations and legal considerations that employers cannot afford to ignore.
Below, we break down the key HR trends and buzzwords for 2026, explain what they actually mean in practice, and highlight practical steps HR teams should be taking now.
Why HR Trends Matter for SMEs in 2026
Trends usually emerge because something has already changed in the workplace. Social media, shifting employee expectations and evolving employment law means HR teams are often reacting in real time.
For SMEs, the risk is not knowing which trends are harmless noise and which signal a genuine people-management issue that needs action.
Key HR Trends and Buzzwords to Know for 2026:
Anti-Perks
Anti-perks refer to workplace practices or conditions that negatively impact employees, making their experience at work less enjoyable. This could include unreasonable workloads, unflexible working options, micro-management or poor office environments.
HR action points:
- Review your workplace perks
- Consider an employee survey to obtain honest feedback
- Check you’re rejecting flexible working requests in line with the statutory framework
- Take action to remedy any issues raised
Bare Minimum Mondays or Feet Up Fridays
Mondays and Fridays in traditional office environments have become the “quieter” days, with most part-time workers taking these days as non-working days or employees often working from home. With these days straddling the weekend, there is always a risk that people may be winding up or winding down, but a workplace phenomenon has occurred where people are coining these phrases.
HR action points:
- Review hours recorded / outputs on these days
- Review your flexible working arrangements
- Offer incentives and boost morale if you notice issues on these days
- Consider whether any issues warrant informal or formal performance management
Burn-On (Not Burnout)
Burn-on describes employees who remain productive but are mentally exhausted and disengaged. It often goes unnoticed until performance drops or sickness absence increases.
HR action points:
- Monitor long-hours culture
- Review wellbeing initiatives for effectiveness
- Encourage realistic workloads and boundaries
- Create a psychologically safe environment where staff feel able to speak up
Conscious Quitting
Conscious Quitting is when employees intentionally leave their employer for ethical or moral reasons. This is becoming a documented phrase, in particularly with Generation Z employees who have strong beliefs around their social, ethical and environmental values being aligned with their employer.
HR action points:
- Review your ESG and CSR policies and initiatives
- Ask your employees for input and involvement to make improvements
- Review your exit interview / offboarding process to capture honest feedback
Digital Employee Experience
Digital Employee Experience (DEX) is part of the overall employee experience. The tech, tools and software that people use day-to-day are rapidly evolving and employees value interacting with digital tools that improve their work life.
HR action points:
- Review your current digital tools – from onboarding through to daily work tasks
- Ensure you have an IT or digital strategy that aligns with company objectives
- Look to improve workflows, automation and productivity
Gender Identity at Work
Whilst this is not a new topic, it is becoming a real, lived issue for more workplaces. Many employers may have not yet had any direct experience of supporting a transitioning employee or managing teams with gender-fluid colleagues or varied pronoun use.
HR action points:
- Review equality and diversity policies
- Provide training for managers on pronouns, respectful language and handling issues
- Set clear expectations around behaviour at work
Menopause at Work
Menopause is no longer a “nice-to-have” HR topic. More employees are speaking openly about symptoms affecting work, and employers are expected to respond sensitively. Whilst there currently isn’t a specific law around menopause at work, employers must follow the Equality Act 2010 and the Health & Safety at Work Act 1974.
HR action points:
- Introduce or review a menopause policy – this is to become a requirement under the new Employment Rights Act
- Train managers on reasonable adjustments
- Link menopause support to absence and flexible working policies
Reverse Mentoring
Reverse mentoring flips traditional mentoring on its head, with junior staff mentoring senior leaders on topics like technology, inclusion or modern workplace culture.
HR action points:
- Consider a pilot of structured mentoring schemes
- Ensure participation is voluntary and supported
- Align mentoring with learning and development strategies
Skills-Based Hiring
More employers are focusing on skills rather than qualifications or job titles, particularly as AI and automation reshape roles.
HR action points:
- Review job descriptions for outdated criteria
- Align recruitment with future skills needs
- Update training and progression frameworks
Quiet Quitting (and Loud Quitting)
Quiet quitting is not about employees resigning. It describes staff doing the bare minimum of what their role requires, often due to burnout, poor management or lack of engagement. Its counterpart, “loud quitting”, refers to very visible disengagement before an employee leaves.
HR action points:
- Review performance management processes
- Train managers on early signs of disengagement
- Check workload and overtime expectations
QuitTok and Workplace Reputation
‘QuitTok’ refers to employees sharing resignation stories on TikTok and other platforms. While often light-hearted, it can expose workplace issues very publicly.
HR action points:
- Review social media and confidentiality policies
- Improve exit interview processes
- Address recurring complaints before they become content
Practical HR Checklist for 2026
HR trends are only useful if they lead to action. Early in 2026, HR teams should consider reviewing:
- Staff handbook and core HR policies
- Menopause, wellbeing and absence policies
- Social media and confidentiality rules
- Performance management and appraisal processes
- Training for managers on engagement and inclusion
Keeping policies current not only supports staff, but also helps protect the business if issues escalate.
Of course, not every buzzword needs a new policy, but many HR trends highlight genuine shifts in employee expectations and workplace risk. For SMEs, the key is understanding what sits behind the language and responding proportionately.
If you are unsure whether your current policies and practices are fit for 2026, a short review now can prevent much bigger problems later.
If you would like guidance on reviewing HR policies or managing people-related risks, getting in touch with Clare Chappell for an initial conversation can be a sensible next step.