Managing Major Depressive Episodes at Work

HR Trends: Recruiting in 2026

Recruiters and talent teams are navigating uncertainty and rapid change as they approach 2026. Economic confidence is now a major factor in staffing decisions: companies move quickly when markets improve and slow hiring when they don’t. AI tools have shifted from early trial use to mainstream hiring support, influencing how roles are designed and reducing bias when paired with human oversight. Employers are also focusing on verified skills and shortening time-to-hire windows. Recruiting teams are moving toward data-driven candidate decisions and dependency on flexible sourcing methods. Read more.

HR Insights: Managing Major Depressive Episodes at Work

Working through a major depressive disorder (MDD) episode requires open, structured support between the employee and employer. It helps to plan proactive communication with HR and managers, set realistic work expectations, and use formal accommodations when available. Tracking moods and work impact can guide decisions about workload adjustments. Employers are encouraged to offer access to mental health resources and maintain regular check-ins to monitor comfort and performance. Recognizing individual needs reduces stigma and supports long-term engagement. Read more.

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HR Tips and Tricks

Tip: Set up a quarterly “skills audit” for every team in your organisation. This structured review highlights gaps, uncovers hidden capabilities, and makes it easier to match current talent with future needs without defaulting to external hiring.

Trick: Use a “candidate reflection” meeting after key hires. Within two weeks of a new hire’s start date, gather hiring managers and interview panel members to reflect on what worked and what didn’t in the process. This creates data for future refinement and strengthens alignment between candidate expectations and organisational realities.

HR Case Files: Frito-Lay Discrimination Complaint Lawsuit

A long-tenured Frito-Lay merchandiser has filed a federal lawsuit alleging age and sex discrimination after HR dismissed her complaint as “not an issue for HR.” She claims that after seeking a promotion, male colleagues were favoured and her responsibilities were altered. The complaint details a series of disciplinary actions, schedule changes, and eventual termination following her report. She seeks lost pay, punitive damages and attorney fees, and the case highlights how early HR response can shape legal outcomes. Read more.

Key Takeaways:

• HR dismissal of a discrimination complaint can escalate legal risk.

• Early corrective action and clear documentation are essential.

• Supervisory comments about age and ability can form the basis of discrimination claims.

• Applied discipline after a complaint can be interpreted as retaliation.

HR Toolkit

Resources

The 2026 Future of Benefits study from The Hartford finds that HR teams are under rising pressure from benefit complexity and expanding responsibilities. Most HR professionals say they want simpler, integrated benefit platforms that combine tools, enrollment, claims and human support effectively. Nearly three-quarters reported that managing multiple carriers is challenging. Employers are also exploring AI to aid benefits selection and administration, but human touch remains important for more sensitive decisions. Know more.

Events

The Human Capital Institute’s SPARK HR 2026 conference is set for April 28–30 at the TradeWinds Resort in St. Pete Beach, Florida. The event brings HR leaders together for three days of interactive sessions, networking and strategy discussions. Topics will include employee engagement, leadership effectiveness, retention tactics, and how organisations can address modern people challenges amid evolving workforce priorities.

Click here to be a part of this event.

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