With the increasing use of AI being a frequent topic of discussion, it is no surprise that many organisations are studying the impact this is having within the world of employment. In this insight, we discuss the findings from some of the recent research and the important role HR can play in responsible AI implementation.

Barely a week goes by without a new piece of research on the adoption of AI in the workplace. We highlight some of the recent reports, all of which highlight the key role for HR professionals in ensuring the responsible integration of AI. HR teams must help steer organisations along the tightrope of balancing business needs with appropriate safeguards to ensure AI does not override important ethical considerations such as transparency, equality and employee wellbeing.

Impact of AI on inequality

The Institute for the Future of Work reports that AI automation could widen workplace inequality in the UK, increasing fears over job security and surveillance. The Pissarides Review into the Future of Work and Wellbeing (the Review) found that automation can negatively impact the wellbeing of workers, as it often reduces worker autonomy rather than eliminating undesirable tasks. The Review indicates that this leads to anxiety around AI, with many employees fearing job losses.

While AI may enhance productivity and career prospects, unequal implementation risks deepening economic disparities, particularly between urban and rural areas. To address these challenges, the Review recommends that employers prioritise clear communication, workforce upskilling and ethical AI integration. The research team behind the Review has designed a tool, called the Disruption Index, to measure regions' capacity to invest in new technologies and the factors that enable organisations to adopt and integrate them. The Review team believes that better quality regional data will help local leaders to develop strategies to improve local capabilities to help level the playing field across the UK.

Impact on knowledge roles

The Institute for Public Policy Research published a report on the impact of generative AI (GenAI) and the need for bold policy targets. Following analysis of 22,000 commonly performed tasks, the study found that up to 70% of tasks associated with knowledge roles could be reshaped or replaced by AI. Most of these tasks were computer-based such as marketing, administrative support and project management. Based on these findings, the study concluded that there is a need for "politics of AI", to ensure there is a clear and purposeful direction for AI adoption. Within workplaces, this could include input from employees at all levels, to ensure company strategy for AI implementation has a collectively agreed direction.

The role of HR

HR roles are not immune to the impact of AI, with use already seen in recruitment and performance evaluation to name just two examples. Many studies, including research by the CIPD, highlight the important role HR plays in the responsible implementation of AI. HR professionals can be crucial in developing a culture which supports responsible AI use in a way which aligns with their organisation's values by:

• being transparent with employees about the use of AI in HR systems;
• consulting with employees before, during and after any changes to the way they work;
• regulating AI use within recruitment processes;
• reviewing data protection and privacy policies;
• ensuring human oversight to mitigate inequalities or bias; and
• creating and signposting to employees dedicated channels to raise concerns or give feedback on the use of AI.

Responsible use of AI in the workplace

The CIPD has launched a government-funded research programme, in collaboration with Innovate UK's BridgeAI initiative and the Institute for the Future of Work (IFOW), to study how HR practices, organisational strategies and workforce development influence responsible AI adoption in the workplace. Focusing on opportunities to enhance both business performance and employee wellbeing, the research will examine AI's ethical and practical applications, ensuring its integration complements rather than replaces human roles. Insights from the research will contribute to creating AI adoption frameworks, refining the CIPD's Profession Map and guiding businesses on ethical AI implementation.

It is clear from all of this that using AI responsibly in the workplace is no longer just about compliance – it is becoming a key part of business strategy. When implemented thoughtfully, AI can boost efficiency, drive innovation and contribute to business growth. However, its success depends on ethical adoption that considers employees' needs and concerns. Transparency, fairness and open communication are essential for building trust and reducing risks, ensuring AI supports rather than replaces human potential. As AI continues to reshape the world of work, businesses that prioritise education, ethical frameworks and employee involvement will be best placed to make the most of its benefits while maintaining an engaged and motivated workforce.