Five major forces will define workplace culture in 2026 and influence how organizations operate next year.
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2025 was a year of rapid change and transformation in the workplace. Some trends that were instrumental in shaping workplace culture in 2025 included the growing anti-DEI sentiments as well as a slew of anti-DEI legislation. Technology and specifically large language models are being integrated into more workplaces; according to a 2025 McKinsey report, over the next three years, 92% of companies plan to increase their investments in AI. Mass layoffs and economic turmoil exacerbated by the government shutdown have impacted American workers in myriad ways and we are seeing declines in federal employee engagement and a growing discontent within society. This article explores what changes workplaces can anticipate in 2026 and what specific trends will impact workplace culture.
AI and automation
One of major disruptors of 2026 and the years to come will be AI and automation. There are conflicting reports regarding the impacts of AI and automation on American workplaces. Many headlines have suggested that AI and automation will displace a portion of blue and white collar workers, but according to a 2025 analysis from the Budget Lab at Yale, researchers revealed the following: “Our metrics indicate that the broader labor market has not experienced a discernible disruption since ChatGPT’s release 33 months ago, undercutting fears that AI automation is currently eroding the demand for cognitive labor across the economy.” Their research suggests that perhaps AI and automation will play a more modest role than previously predicted.
What workplaces must be mindful of is the increase in workers using AI to assist with their jobs. According to a Pew Research Center survey from September 2025, 21% of U.S. workers revealed that some of their work is done with AI. Workplaces must consider how the increased AI usage may impact the quality and veracity of an employee’s work and guardrails and policies around AI usage should be introduced to address an overreliance on AI tools.
Psychological Safety and Trust
Although many well known companies cut their DEI programs in 2025, there will still be a need to foster workplace environments that take employee difference into consideration. Many corporations that axed equity-centered policies and practices may start seeing an erosion of psychological safety and trust among employees. According to Randstad’s 2025 Workmonitor report, less than half of employees surveyed (49%) said that they trust their employers to create a workplace culture where everyone can thrive. 2025 research by Mental Health First Aid England and Henley Business School revealed that the number of employees that feel like they can bring their whole self to work has declined significantly since 2024 and 2020, as a result of the rollback of DEI initiatives. Organizational leaders should take note—employees want environments where they feel supported and can thrive; equity-centered policies and practices often addressed these needs. In 2026 and beyond, a company’s wellbeing will be contingent on its ability to prioritize employee wellbeing and fairness, to cultivate environments built on psychological safety and trust.
Employee-driven Culture
In 2026, we can expect to see more employees using their voice to drive workplace shifts. This may come in the form of increased worker protections, social media campaigns or employee strikes. There may be more legislation that allows for the creation of labor unions in different industries, which can provide employees with an increased level of workplace protection. There is no shortage of workers sharing their negative experiences on platforms like TikTok; there are no signs that that will slow down in 2026. Companies should anticipate more worker uprisings, protests and strikes as more employees are stepping into their power, finding ways to push back and resist an oppressive and inequitable status quo.
Values-alignment
Randstad’s 2025 Workmonitor report revealed that equity-based initiatives and a commitment to becoming more sustainable are important factors when jobseekers choose where they want to work. Jobseekers desire workplaces where there is an alignment with their personal values, ambitions and life circumstances. The Workmonitor report also revealed that nearly half of respondents would refuse a job if there wasn’t alignment with social or environmental values—an increase from 2024. 29% of those surveyed indicated that they had a quit a job because they disagreed with leadership’s views. An increasing number of jobseekers want to work at values-aligned companies—it’s important for workplaces to consider this and ensure that workplace policies and practices, as well as workplace leadership, are reflective and representative of the mission and values of the company.
Public Pressure
Companies should also expect more pressure from the public when there is a perceived values-misalignment. Consumers want to support brands where there are values-alignment, according to Edelman’s 2025 Brand Trust report, and customers are not afraid to boycott or protest companies when there is a misalignment. If a company puts out a product or partners with a person that customers see as problematic, consumers are not afraid to voice their concerns and stop purchasing from companies where there is a values mismatch. We saw this in early 2025 with Target. In 2026 and beyond, consumers will have a plethora of options when it comes to what to buy, where to shop, and what services and products are available. A company that neglects the needs and desires of its consumers will see decreased profits until this addressed. Public perception is reality, and companies must understand that its core values are not only significant to jobseekers, but these values are central to consumers and can make or break a company’s reputation.