The latest inflation numbers don’t bode well for the future of the U.S. economy.

On July 15, the Bureau of Labor Statistics reported that inflation rose 0.3% in June and 2.6% from one year ago, as the price of tariff-driven goods increased 0.4% and core inflation hit 2.8%—matching the highest rate reported this year. When the Federal Reserve met on July 30, it chose to maintain current interest rates. Jerome Powell, chair of the Fed, remarked that the inflationary impact of tariffs “could be more persistent,” warning that this “is a risk to be assessed and managed.”

Weighing in on his Truth Social account, President Trump wrote that Powell is “TOO STUPID & TOO POLITICAL,” accusing him of “costing our Country TRILLIONS OF DOLLARS” by not cutting interest rates.

This past week brought disappointing news via a jobs report issued by the Bureau of Labor Statistics. The BLS reported that U.S. employers added 73,000 jobs in July, far less than economists had expected, and the unemployment rate rose slightly from 4.1% to 4.2%.

Perhaps more jarring is that the BLS reported that its initial jobs reports in May and June had been lowered significantly—from 144,000 to 19,000 in May and from 147,000 to 14,000 in June.

Incensed by the discouraging report, President Trump abruptly fired Erika McEntarfer, the BLS commissioner, just hours after the report’s release. In a post on Truth Social Trump said, “Today’s Jobs Numbers were RIGGED in order to make the Republicans, and ME, look bad.”

Why should I care?

McEntarfer was confirmed on a bipartisan basis in 2024. Her firing prompted serious concern by former government officials and economists. If trust in government statistics erodes, they said, those who rely on those numbers—policymakers, investors, and businesses—to make critical decisions could doubt whether their decisions are sound. Compromising the certainty of government numbers could potentially have a devastating impact on the national and global economy.

Asked about McEntarfer’s firing, Powell said, “The government data is really the gold standard in data. We need it to be good and to be able to rely on it.”

For years, employees have been advised to keep “politics and religion” out of the workplace. That’s changing under the Trump administration.

On June 28, The Office of Personnel Management (OPM)—the federal government’s HR department—issued guidance that affirmed that federal employees are permitted to “express their religious beliefs through prayer, personal items, group gatherings, and conversations without fear of discrimination or retaliation.”

“Federal employees should never have to choose between their faith and their career,” said OPM Director Scott Kuper. “This guidance ensures the federal workplace is not just compliant with the law, but welcoming to Americans of all faiths. Under President Trumpʼs leadership, we are restoring constitutional freedoms and making government a place where people of faith are respected, not sidelined.”

HR should take note.

While this guidance only applies to federal employees, other employers may use it as a rationale to adopt similar policies in their workplaces. HR should stay knowledgeable of local and state laws that also address this topic to ensure their policies are in step with all of the legal statutes that apply to their organizations.

On July 31, the Senate confirmed Andrea Lucas, acting chair of the U.S. Equal Employment Opportunity Commission, to a second term at the agency. The vote was along party lines. Lucas’ term will expire in 2030.

“I remain committed to enacting the bold civil rights agenda laid forth by President Trump, ensuring equal justice under the law, and focusing on the restoration of equal opportunity, merit, and colorblind equality for all members of the American workforce,” said Lucas upon her confirmation.

During her brief time at the EEOC as acting director, Lucas oversaw the creation of assistance documents that target what the EEOC now calls “unlawful” diversity, equity, and inclusion programs. She also moved to drop litigation alleging job discrimination against transgender plaintiffs.

Lucas told the Senate that the EEOC will prioritize combating “anti-American bias” and defending “the biological and binary reality of sex and related rights, including women’s rights to single-sex spaces at work.”

This is a big departure for the EEOC.

The EEOC’s website states that it is “responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy, childbirth, or related conditions, transgender status, and sexual orientation), national origin, age (40 or older), disability or genetic information.”

Given the new bent of the agency under Lucas, it’s likely that the EEOC’s mission will be fundamentally reinterpreted under the Trump administration.

On June 27, Rhode Island Governor Dan Mckee signed into law recently passed legislation that brings employees experiencing menopause under the state’s fair employment statute, becoming the first state to explicitly enact workplace protections for this demographic.

“Menopause is a difficult and personal subject that has been stigmatized in this country,” said Rhode Island state senator Lori Urso. “But as something that affects half our population, it is time we recognize that it is a workforce issue, especially as our workforce is aging along with our population.”

“Menopause is not something that women choose to experience, and its effects on a woman’s mind and body can pose significant challenges in daily life and the workplace,” added state representative Karen Alzate. “Women should not have to risk being penalized or discriminated against at their job due to a naturally occurring phenomenon that they have no control over.”

Rhode Island law already prohibits workplace and hiring discrimination related to pregnancy, childbirth, and related conditions. This protection includes requiring workplaces to reasonably accommodate conditions related to pregnancy and childbirth, and protecting employees from being passed over for hiring or promotion because of those factors. This law adds menopausal employees to the list of protected demographic groups.

What’s the role of HR?

While only businesses in Rhode Island are subject to the new law, it could be a bell weather for other states as well, so HR professionals across the country should take note. Multiple state governments are discussing laws that protect employees experiencing menopause from discrimination. HR departments should stay up to date on potential state-specific legislation that may impact their organizations.

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