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An employee receives a garnishment notice with 30 days to act. Having prioritized more pressing expenses — rent, childcare, medical bills — they’ve fallen behind on loan payments. Now, garnishment takes 15% of their paycheck. Panic sets in. They disengage, miss work, start job hunting and ultimately quit to avoid garnishment, creating a gap that costs the company 50 to 150% of their salary to fill. Before long, what started with a notice in the mail impacts morale, retention, productivity and an organization’s bottom line — all over an entirely preventable situation. Following a pause, the Department of Education (DOE) announced in December that it will resume administrative wage garnishment (AWG) for defaulted federal student loan debt in 2026. Once resumed, the government can seize up to 15% of a borrower’s disposable pay without a court order by requiring employers to withhold wages from paychecks. With 29% of the workforce struggling with student debt delinquency, AW...

Businesses move fast, and too many teams are still held back by paper timesheets, manual clock-ins and out-dated incident reporting. That disconnect makes it harder to know where crews are, who’s compliant, and whether labour costs are drifting off budget. Timecloud is an all-in-one workforce management platform that unifies time and attendance, rostering, job costing, HR, digital forms, safety workflows and payroll integrations in one app, using a single real-time dataset to align frontline and head office teams and give leaders clear visibility of hours, skills, compliance, safety and labour costs across jobs and projects. Catch more HRTech Insights:  HRTech Interview with Sandra Moran, Chief Marketing Officer of Schoox Key capabilities Time, attendance and rostering software:  Across kiosks, mobile apps, biometric time clocks and geofencing, supervisors get live, reliable crew timesheets. Build and update crews in minutes, adapt to changes, and notify workers via mob...

Galapagos NV announced the appointment of Tania Philipp as Chief Human Resources Officer (CHRO), effective March 4, 2026. Ms. Philipp will also join the Management Committee. She succeeds Annelies Missotten, who will remain with the company through June 30, 2026, to ensure a smooth transition. Ms. Philipp brings nearly three decades of experience as an executive-level human resources leader supporting the vision, mission and objectives of life sciences companies. Most recently, she served as an Executive Human Resources Consultant at Vor Bio, following several years as Chief People Officer and Vice President, Head of People, supporting the organization through key phases of development. Prior to that, she held HR leadership roles including Vice President, Human Resources at Tango Therapeutics, and senior HR roles at Bavarian Nordic and other life science organizations. Ms. Philipp holds an M.A. in Psychology from the University of the Pacific and attended Hollins University. “We ar...

In the last few years, AI has quickly become more common on HR platforms. AI has quickly become a standard part of modern HR systems. For example, intelligent chatbots can answer employee questions, and automated resume screening and workflow routing can help with hiring. Vendors now sell machine learning-powered tools for predicting hiring, engagement analytics, and workforce dashboards. What used to feel like an experiment is now normal. But in many companies, early AI adoption was mostly about point solutions. Chatbots made it easier for employees to help themselves. Resume parsers sped up the screening process. Automation tools cut down on the amount of paperwork that had to be done by hand. These new ideas made things more efficient, but they often worked on the edges of HR processes. AI was seen as an improvement, not the basis. This difference is important. When intelligence is added, it makes tasks easier instead of changing the strategy. The next step in evolution isn’t to ...

The latest survey of small business owners shows an increase in AI spending, but a widening gap between experimentation and operations. The latest small business survey from Bookipi, a global platform offering a comprehensive suite of AI-powered business management tools tailored for small businesses and solopreneurs, reveals that artificial intelligence (AI) is becoming a core tool for smaller companies. Still, many organizations are only using AI to automate simple tasks. The 2026 Small Business AI Adoption Report shows that AI adoption is accelerating for customer service and marketing. However, smaller businesses lack the confidence and expertise to embrace AI for deeper operational functions. Bookipi surveyed over 2,100 small business owners from the following regions: North America, EMEA, APAC, and LATAM to discover how they are using AI to save time, compete, and grow. The survey results show that nearly half of the companies (48%) plan to increase AI spending this year, whil...

Artificial intelligence is materially changing how work is structured, how skills are deployed, and how organizations plan for talent. While much of the public narrative continues to focus on job displacement, employer behavior tells a different story — one centered on workforce redesign, skills optimization, and productivity enablement. Insights from Experis’ latest Tech Talent Outlook show that organizations are combining selective hiring with outcome-based capability development. Rather than using AI as a substitute for labor, employers are decomposing roles, redefining skill requirements, and reallocating work across human and machine-enabled systems. The objective is not workforce reduction, but higher-value task allocation and improved productivity per role. The organizations generating measurable returns from AI are not those deploying the most tools, but those aligning job architecture, skills strategy, and technology investment to business outcomes. Hiring Is Moderating — ...