According to new figures released yesterday (TUC), 50% of adults believe that workers and unions should say how AI will develop, and be used in the workplace and used in the workplace.
Only 17% of the population are opposed to giving workers and unions equal speech on shaping the future of UK AI and technology.
A TUC poll surveying 2,605 UK adults found that half of the population (51%) were concerned about the impact of AI and new technology on work.
Paul Mills, founder and managing director of AI strategy consulting firm MAI Technology, said HR Magazine: “AI is not a one-off revision. It's transforming job design. TUC's polls highlight fears about technology-driven change, and HR must respond with structured, continuous learning.”
Mills suggested that HR should start with how the role evolves and build a continuous development path, not as a bolt-on, but as part of its core strategy.
“Leave employees negative speculation with dark fuel fuel. HR needs to lead early engagement through champion groups, drop-in forums, and by making AI itself visible to leaders. That vision helps fill gaps in trust and turn uncertainty into inclusion,” explained Mills.
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I'll talk HR Lorna Ferrie, Director of Law and Compliance for Mauve Group, a magazine, HR and employment solutions provider, explained:
A effective way to achieve inclusion and transparency is to create opportunities for collaboration, such as creating inter-functional workshops and employee councils where people at different departments and levels can share their ideas.
“Instead of viewing AI recruitment as a one-off process, HR should consider collecting feedback regularly and adjusting its strategy based on employee experience and suggestions.”
TUC said it needs a voice to shape AI, from regulating technology and public investment to benefiting from ways to deploy in the workplace and improving productivity.
said Raoul-Gabriel Urma, founder and CEO of AI and data skills company Cambridge Spark HR Magazine: “Rewarding AI advocacy employees is a great way to encourage adoption. It means adding AI-related metrics to Job's descriptions and KPIs, celebrating those who meet them, or simply recognizing those who bring fresh ideas and innovative uses of AI to the table.”
Concerns about AI are particularly high among young workers, with 62% of people aged 25 to 34 worried about the impact on their jobs.
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Mills explained that fears about the safety of workers' employment are “true, not hypothetical.” He added: “If you make your role more efficient, fewer people will need it. HR must lead in integrity, transparency strategies, and reskilling plans. People can see AI as a path to a new career trajectory, not just a threat.
Ferry agreed, “As AI continues to restructure our workplaces, we fully understand any concerns about job losses and changes to terms of use. HR will play a key role in helping employees navigate this transition.”
By investing in targeted upskills and reskilling programs, HR can show how employee roles evolve and what new opportunities emerge. She explained.
Urma concluded that it is impossible not to include employees in the AI adoption process. “They are the people who employ it, use the tools and provide value through it. If employees are not actively involved in AI recruitment, their strategy will fail from the start.”
The TUC vote took place from July 14th to July 16th, 2025, and was survived through an online panel of 2,605 UK adults aged 18 and over.
