HR professionals have had quite the year.

Keeping up with all the workplace changes, whether that’s technological or legislative, has required an enormous amount of effort.

Well, there’s good news and bad news.

As we look toward 2026, it’s clear that the rate of change shows no sign of slowing; however, for those HR professionals ready to adapt, there are some amazing opportunities.

To help you stay ahead, we have identified three key HR trends set to define the coming year and shape the future of work.

Navigating the biggest shake-up in employment law

While keeping up with legislation has always been a core part of HR, 2026 stands out as a particularly important year, with the first wave of updates due to come from the Employment Rights Bill.

Now, the Employment Rights Bill isn’t just another piece of legislation.

It’s been branded as the most comprehensive revision of UK employment law.

So, for HR teams, this is far more than just tweaking a few policies.

The pressure is on for HR professionals as you’ll be tasked with guiding your business through a fundamental reshape of employee rights.

The changes landing in April 2026

David Kisiaky, Senior Product Manager, offered some commentary on the Employment Rights Bill, saying: “The Employment Rights Bill has been in progress for quite some time now.  

“However, due to the ongoing ‘ping pong’ in Parliament, the legislation is still at the bill stage and has not yet received Royal Assent.  

“Without Royal Assent, it cannot become a primary Act of Parliament. 

“That said, we still anticipate some changes are likely to take effect in April 2026, subject to the parliamentary process, with others expected in October 2026 and 2027.” 

Key changes expected in April 2026 

Collective Redundancy Protection 

The maximum period for the collective redundancy protective award, in cases of failure to consult, will double from 90 days to 180 days’ pay per employee. 

Day-One Paternity Leave 

Currently, employees must complete 26 weeks of employment to qualify for paternity leave. This waiting period will be removed, making paternity leave a day-one right. 

Unpaid Parental Leave 

At present, employees must be in employment for one year to qualify for unpaid parental leave. This will also become a day-one right, allowing employees to apply for it from the start of their employment. 

Whistleblowing Protections 

New protections will be introduced to safeguard employees from detriment and unfair dismissal when raising workplace issues, particularly in cases of sexual harassment. 

Fair Work Agency 

A new authority, the Fair Work Agency, will be established to police and enforce employment rights across various sectors. 

Day-One Statutory Sick Pay (SSP) 

The three waiting days for SSP will be removed, meaning employees will no longer need to wait until the fourth day to claim sick pay. Additionally, the Lower Earnings Limit (LEL) threshold will be abolished, making SSP accessible to more employees. 

Trade Union Recognition Process 

The process for recognising trade unions will be simplified. The voting threshold to recognise a union  will change to a simple majority. Trade unions will also gain additional access rights to workplaces. 

Electronic and Workplace Balloting 

Currently, voting for trade union activities can only be conducted by post. This will be modernised to allow electronic and workplace balloting, making it easier for employees to participate. 

David added: “There are many more changes outlined in the Employment Rights Bill roadmap, including the abolition of some previous Acts of Parliament.  

“However, these are the key highlights expected to take effect from April 2026 onwards, subject to the completion of the parliamentary process.” 

What this means for HR

Compliance will likely dominate your to-do list for the entire year.

Not only do you need a firm grasp on the new rules, but HR professionals will have to audit their current setup.

We advise you to look at your contracts and policies right now, as old workplace policies could become non-compliant overnight.

Deepening organisational artificial intelligence (AI) usage

Artificial intelligence is quickly moving from an experimental technology to an embedded operational tool.

If recent years were about exploring what AI could do, 2026 is the year it becomes a core part of how we all work.

However, as with any large change, for many employees, this brings a mix of excitement and anxiety.

This is where HR’s role becomes absolutely critical.

You must support your workforce to ensure successful adoption while also minimising fear and anxiety.

The key will be to frame AI not as a replacement, but as a collaborator that can augment human skills.

The next step in the workplace

Gartner reported that 38% of HR leaders have implemented or are using generative AI – that’s double the figure reported in June 2023. 

HR Director, Lizzy Barry, explained: “They say the only things certain in life are death and taxes – well, we actually say that ‘change’ should be added to that list. 

“In the last 5-10 years, COVID has created an enormous difference in the way staff work, with many more people now hybrid and relying on tools that enable them to work remotely. 

“AI is just another shift in how we do business, and this disruption is inevitable. 

“Successful businesses understand AI is simply the next step and will take the time to consider how they can use the tools effectively, bring their people along on the journey and educate their teams.” 

Shifting the mindset from replacement to augmentation

If you strip away the buzzwords and headlines, when it comes to AI adoption, what we’re really talking about is human emotion. 

So, how do your people currently feel about AI? 

We’ve found that for most, it’s a mix of fascination, fatigue and fear, and that’s entirely reasonable. 

Every major leap in technology has stirred the same response, which is uncertainty about what it means for our jobs, identity and value.    

Many workers worry they’ll be left behind. 

You need to address these types of concerns directly. 

Be honest about AI’s limitations, offer visibility on how AI decisions are made and create opportunities for hands-on experimentation.  

If you help your people feel safe, curious and confident, every technical challenge becomes manageable.

Showcasing the practicality of AI

Lizzy shared how she’s helped manage AI adoption at IRIS, explaining: “It’s actually been really interesting within IRIS! 

“We’ve done things like AI hackathons and given employees a chance to play around with tools they might not have used before. 

“We often set a challenge: can you use AI to generate something, and how would you assess the output?   

“Being able to start using AI and see what it can do is often a really clear way to take away some of that fear, because we can see immediately that AI isn’t perfect and it doesn’t always give us the finely crafted end result that we need. 

“Even if the output looks good, we know that  AI can hallucinate or have built-in mistakes and assumptions that we then need to check. 

“Getting stuck in is really helpful for supporting people and helping them feel confident in using it for that augmentation, rather than worrying it’s going to replace them tomorrow.” 

Four ways to optimise your change management efforts 

Prior to introducing new technology, like AI, behavioural change is needed, which can be achieved by creating awareness and desire for change.   

Awareness: people need to know why the change is happening and what’s in it for them – answering these questions will help people understand the purpose.  

Desire: build desire by showcasing the benefits, ensuring people are eager to use the new tech when it’s ready.  

Below are four tips you can look to implement in your own change management strategy:  

1) Spread the message   

Frequent communications within your business are crucial to ensuring people are aware of the change, understand the reasoning and look forward to the benefits.  

A few messages you should look to relay are:  

• What software is changing 
• The day-to-day benefits for staff  
• When the change is expected  

2) Celebrate successes   

To tackle people’s natural apprehension towards change, it’s crucial that you highlight each success, helping shift the perception of those resistant.   

3) Create change champions   

A fantastic way to promote change internally is to foster project champions who act as messengers for why other employees should adopt the new technology.  

4) Accept fear   

Accepting fear may initially come across as an odd tip, but it’s important that you’re realistic about change.  

By accepting and understanding these fears, you’re in a much better place to address the concerns and have open discussions.   

Reassessing engagement and wellbeing strategies

The world of work has changed, and so have employee expectations.

Salary alone no longer guarantees loyalty; people want to feel valued and supported.

In fact, research has found that 69% of employees say a wide array of benefits would increase their loyalty, and 80% of people who are satisfied with their benefits report higher job satisfaction.

In 2026, a one-size-fits-all approach to wellbeing simply won’t cut it.

It’s time to get personal.

What makes a benefits package truly valuable?

For employees, a truly valuable benefits package goes far beyond traditional offerings.

Today, the most impactful packages combine essential foundations such as competitive pensions, comprehensive healthcare and generous leave policies, with additional benefits that adapt to individual life circumstances and career stages.

Dan Grace, Director of International HR Consulting, told us: “What makes modern benefits truly valuable is choice and flexibility.

“Early-career employees might prioritise professional development funds and student loan assistance, while parents need robust childcare support and family leave.

“On the other hand, employees approaching retirement value pension top-ups and phased retirement options.

“The key is offering a flexible benefits platform where people can tailor their package to their current needs.

“Mental health and wellbeing support have also become absolutely critical.

“Not just Employee Assistance Programmes, but proactive wellness initiatives, mental health days and access to counselling services.

“Financial wellbeing is equally important, with salary advance schemes, financial coaching and emergency hardship funds becoming standard expectations.”

Moving beyond the basics

According to the CIPD, employers believe investment in wellbeing strategies deliver measurable returns, including improved health and wellbeing (54%), increased employee engagement and reduced sickness absence (both at 39%) and enhanced performance (38%).

To deliver a meaningful wellbeing strategy, here’s where we recommend you focus your efforts:

• Be proactive, not reactive: instead of just offering counselling services after a problem arises, the best strategies focus on prevention. This means building resilience through training, embedding mental health first aiders within teams and promoting preventative healthcare access.
• Embrace inclusive wellbeing: your workforce is diverse, and your wellbeing strategy should be too. Support should expand to address specific life stages. Assistance for parenthood, caregiving responsibilities and neurodiversity are key areas to consider.

• Financial wellbeing: with persistent cost-of-living pressures, financial stress is a major concern for many employees. Offering financial wellness programmes, from educational workshops to Earned Wage Access, can make a significant difference.
• Listen to your people: instead of questioning what benefits you should offer, forward-thinking organisations are determining what their people need to feel supported, valued and able to thrive. That starts with listening, using surveys, feedback loops and usage data to understand what matters most.

Putting the ‘human’ back in HR

It’s easy to get lost in the noise of 2026.

Between navigating complex new legislation like the Employment Rights Bill and figuring out where AI fits into your daily workflow, the to-do list for HR professionals is looking pretty intense.

But if you look closely at every single one of these trends, the common thread isn’t technology or policy – it’s people.

As we move into this new year, the most important tool in your arsenal isn’t a piece of software or a new handbook.

Rather, it’s your empathy and judgment.

The administrative side of HR is changing rapidly, but the need for human connection, understanding and strategic thinking remains crucial.

Not too long ago, workplace tech debates were about small things, like which font to use in a company newsletter. Fast forward to today, and artificial intelligence is quietly powering almost every task at work, whether it’s routine admin or complex data handling.

AI is reshaping how companies attract, support and retain talent. And with employee experience (EX) becoming a priority (rightly so), it’s never been a better time to jump on AI systems that are supporting this.

This guide will walk you through how AI is transforming every touchpoint of your employee journey, what opportunities it brings and crucially, where human judgment should remain firmly in the driver’s seat.

What is employee experience, and why does it matter more than ever?

Employee experience is everything your people encounter, observe and feel throughout their journey with your organisation. It’s not just about pizza Fridays and table tennis, though these don’t hurt. EX encompasses every interaction an employee has with your company: from how smoothly their first day goes, to whether they can easily book annual leave, to how supported they feel during challenging projects.

The link between strong employee experience and business outcomes is well supported. Wellable reported that companies with engaged employees see 23% higher profitability, 18% higher productivity and 10% better customer metrics.

Post-pandemic, employee expectations have shifted dramatically. There is a clear desire for flexibility, purpose and genuine care for wellbeing. Remote and hybrid working isn’t going away, which means companies need to work harder to create connection, culture and career development opportunities across physical and digital spaces.

Key pillars of employee experience include:

• Onboarding: First impressions that actually last.
• Communication: Clear, consistent and genuinely two-way.
• Development: Growth opportunities that go beyond mandatory compliance training.
• Wellbeing: Support that extends beyond the annual mental health awareness email.
• Recognition: Real acknowledgement, as well as the occasional “well done” in a team meeting.
• Technology: Tools that help rather than hinder daily work.

The rise of AI in the workplace

Artificial intelligence, at its core, is technology that can perform tasks typically requiring human intelligence. Examples include pattern recognition, decision-making and problem-solving, but at scale and speed that goes beyond human capacity.

Key terms you’ll encounter include:

• Machine learning: Systems that improve through experience
• Automation: Tasks that run without human intervention
• Natural language processing: Technology that understands human communication

Several factors are driving AI adoption right now. Digital transformation accelerated during the pandemic, creating mountains of data that need processing. The shift to remote and hybrid working has created demand for tools that can bridge physical distance. Importantly, AI technology has become more accessible and affordable.

But let’s tackle the biggest concern first. AI isn’t about replacing humans. It’s about augmentation, enhancing human capabilities rather than replacing them entirely. AI should be utilised like any other tool, an extension for experts, professionals and users to improve upon their work. Notably, there was a climate of fear around AI claiming jobs, or making certain expertise redundant. Amazing as AI is, and as far as it has come, you can put those fears to rest.

AI models are nowhere near replicating human capacity for complex reasoning, emotional intelligence, creative problem-solving and nuanced decision-making. Especially in the context of ethics and long-term consequences. And that isn’t what AI is trying to achieve, either.

What AI excels at is processing vast amounts of data quickly, identifying patterns and handling repetitive tasks with consistency. But it struggles with ambiguity, can’t truly understand context the way humans do, and lacks the ability to navigate the messy, unpredictable nature of real-world situations that require empathy, intuition and genuine understanding.

Quick AI Glossary:

• Artificial Intelligence (AI): Technology that mimics human thinking and decision-making.
• Predictive Analytics: Using data to forecast future trends.
• Chatbots: Automated conversational tools.
• Machine Learning: Systems that improve performance through experience and data.
• Natural Language Processing (NLP): Technology that understands and generates human language.

Six key ways AI Is enhancing employee experience

Let’s explore how AI is transforming the employee journey, with real impact at every stage.

Smarter, bias-reduced recruitment

One of our personal favourites is utilising AI tools like SmartMatch to recruit. Gone are the days when CV screening meant someone in HR spending their weekend drowning in a sea of applications.

AI-powered recruitment tools like SmartMatch can process hundreds of applications in minutes, identifying the best candidates based on skills, experience and potential.

These systems can standardise interview processes, ensuring every candidate gets asked the same core questions and is evaluated on consistent criteria. SmartMatch uses video interviews combined with AI analysis to assess communication skills and cultural fit.The bias reduction aspect is particularly powerful. Traditional hiring is riddled with unconscious bias, we tend to favour candidates who remind us of ourselves or fit conventional expectations. AI can help level the playing field by focusing on capability over background, though it’s worth noting that AI systems are only as unbiased as the data they’re trained on. It’s progress, not perfection.

If you’re looking to recruit faster and without bias, check out the rest of SmartMatch’s time-saving features.

Faster, more personalised onboarding

Remember your first day? The awkward wandering around trying to find your desk, the stack of forms that needed completing, the colleague who was supposed to show you the ropes but was mysteriously “in meetings” all day? AI is transforming this experience into more helpful introductions.

Chatbots can handle the administrative heavy lifting, answering FAQs about benefits, sending task reminders and guiding new starters through essential processes. These digital helpers are available 24/7.

More sophisticated systems can personalise the onboarding journey based on role, location and individual needs. AI can even identify knowledge gaps and proactively suggest relevant training materials, turning onboarding from a one-size-fits-all checklist into a tailored learning experience.

Continuous listening and feedback loops

AI-powered listening platforms can analyse feedback from multiple touchpoints, pulse surveys, exit interviews, internal communications, even the sentiment of emails and Slack messages (with appropriate permissions, naturally).

Sentiment analysis can identify brewing issues before they escalate. If the AI notices a sudden spike in negative sentiment in the team, HR can investigate and intervene before half the department updates their LinkedIn status to “looking for opportunities.”

These systems can also identify trends and patterns across different demographics, locations and teams. Perhaps remote workers are feeling disconnected, or maybe the Manchester office is consistently happier than Leeds. This granular insight enables targeted interventions rather than blanket solutions that miss the mark. As with everything AI, privacy should be at the heart of these implementations. Reducing bias and keeping feedback anonymous will offer better data to react to.

Learning and development on autopilot

AI is changing learning and development (L&D) by creating personalised learning journeys that adapt to individual needs, preferences and career goals.

Learning Management Systems can recommend relevant courses, articles and training based on role requirements, skill gaps and personal interests. It can also learn as it goes, if you consistently skip video content but engage with articles, it adjusts recommendations accordingly.

These platforms can identify when learning is most effective. Some people absorb information better in short bursts, others prefer deep-dive sessions. AI can optimise timing, format and content delivery to maximise retention and application. If you’re looking to test out a Learning Management System, take a look at our LMS that learns with your employees. Our platform covers everything from induction courses to mandatory compliance training.

Predictive retention and engagement insights

The best time to address an employee engagement issue is before it becomes an employee departure announcement. AI excels at pattern recognition, analysing multiple data points to identify employees who might be at risk of leaving.

These systems might notice that an employee’s email sentiment has shifted, their participation in meetings has decreased, or they’ve stopped contributing to team channels. Combined with factors like time since last promotion, workload trends and market conditions, AI can flag potential retention risks before they arise.

This shouldn’t come across as surveillance, it’s all about early intervention and support. If the system identifies someone as potentially disengaged, their manager can schedule a one-to-one to discuss career development, workload concerns, burn-out or other issues before they snowball into resignation letters.

Scalable support through virtual HR assistants

HR teams are often overwhelmed with routine enquiries: “How many holiday days do I have left?”, “What’s the maternity leave policy?”, “How do I claim expenses for that client dinner?”. AI-powered virtual assistants can handle these queries instantly, freeing up human HR professionals for more strategic work.

These digital assistants can access multiple systems to provide comprehensive answers, guide employees through complex processes and even initiate workflows like holiday requests or expense claims. They’re particularly valuable for global companies with employees across different time zones.

More advanced systems can handle nuanced queries and know when to escalate to humans. They understand context and can maintain conversation threads, making interactions feel natural rather than robotic.

The human factor: Where AI should not replace human judgment

Despite AI’s impressive capabilities, there are crucial areas where human judgment, empathy and emotional intelligence remain irreplaceable. These are the moments that require nuance, creativity and genuine human connection.

Performance reviews, for instance, need human insight to understand context, motivations and individual circumstances. While AI can provide data on productivity metrics and engagement trends, it takes human judgment to understand why performance might be affected by personal challenges, team dynamics or changing business priorities.

Conflict resolution is another area where humans excel and AI falls short. Workplace disputes often involve complex emotions, interpersonal dynamics and cultural nuances that require empathy and sophisticated problem-solving skills. An AI might identify that tension exists between team members, but it takes human skill to mediate, rebuild relationships and prevent future conflicts.

Career counselling and coaching also benefit from human insight. While AI can identify skill gaps and recommend training, human coaches can understand aspirations, provide emotional support and help navigate the messy reality of career development. They can read between the lines, offer encouragement during challenging periods and help people discover opportunities they hadn’t considered.

Over-automation poses real risks. Companies that rely too heavily on AI might lose the human touch that makes workplaces engaging and supportive. Employees might feel like they’re interacting with systems rather than people, leading to disconnection and disengagement.

AI red flags:

• Using AI to make final hiring decisions without human review
• Automating performance ratings without manager input
• Letting chatbots handle sensitive employee concerns like harassment complaints
• Using AI to monitor employees so closely it feels invasive
• Removing human touchpoints from critical moments like onboarding or exit interviews
• Making redundancy decisions based purely on algorithmic assessments

Addressing common concerns about AI in Employee Experience

Many employees and managers have legitimate concerns about AI adoption that need addressing head-on.

“Will it lead to job loss?” 

This is the big one. While AI will certainly change jobs, history suggests it’s more likely to transform roles rather than eliminate them entirely. Just as calculators didn’t put mathematicians out of work but changed what they focus on, AI will shift human work towards higher-value activities that require creativity, emotional intelligence and complex problem-solving.

The key is positioning AI as augmentation rather than replacement. HR professionals might spend less time processing holiday requests and more time on strategic workforce planning. Managers might rely on AI for data analysis but focus their energy on coaching and team development. 

“Is my team ready?” 

Change management is crucial for successful AI adoption. This isn’t just about technical training, it’s about communication, involvement and cultural preparation. Teams need to understand why changes are happening, how they’ll be affected and what support is available.

Start small with pilot programs that demonstrate value without overwhelming people. Involve employees in the selection and implementation process, their input will improve outcomes and increase buy-in. Be transparent about what’s changing and what isn’t. Most importantly, invest in training and support to help people adapt.

“What about data privacy?” 

Employee trust is fundamental to successful AI implementation. People need confidence that their data is being used appropriately, stored securely and not being used against them. This means having clear policies about what data is collected, how it’s used and who has access to it.

Transparency is the first step, employees should understand what AI systems are doing and how decisions that affect them are being made. This doesn’t mean revealing proprietary algorithms, but it does mean explaining the factors that influence outcomes and providing channels for questions and concerns.

Consider implementing AI governance frameworks that include employee representation. Having clear escalation paths and human oversight helps build confidence that technology is being used responsibly and ethically.

A human-first future powered by AI

AI isn’t going to solve all your employee experience challenges overnight. What AI can do is enhance your ability to understand, support and engage your people at scale while freeing up human energy for the work that truly matters.The most successful businesses will be those that thoughtfully integrate AI tools while maintaining focus on human connection, trust and purpose. They’ll use technology to eliminate friction and provide insights, but they’ll rely on human judgment for the decisions that shape culture and careers.

Start experimenting now, but start small. Pick one area where AI could genuinely improve the employee experience, perhaps candidate screening or routine HR queries, and pilot a solution. Learn what works, what doesn’t and what your people need to feel at ease and supported through the change.

Most importantly, keep the conversation going. The businesses that get this right will find themselves with engaged, productive teams and a competitive advantage that’s difficult to replicate.

Looking for an Employment System that can help you integrate AI to improve employee engagement, experience and hiring? Reach out to our team and learn how Employment Hero can help you from recruitment and onboarding, to performance management and L&D processes.

FAQs about AI and employee experience