With the use of artificial intelligence (AI) fast becoming an important part of day-to-day life, speculation is ever increasing as to the impact it will have on workers and employers alike. Whilst many employers and individuals look to use AI to increase efficiency and improve services, others fear for the repercussions it could have. The results of a recent Acas study highlight the fears of some workers.
Background
AI is an umbrella term encompassing different forms of technology which are designed to mimic the cognitive abilities of humans, allowing computers to process information, adapt through experience and execute complex reasoning tasks. Unlike traditional software with fixed instructions, AI systems can analyse patterns, make decisions based on data and continuously improve their performance through machine-learning algorithms. The use of AI has grown significantly over the past five years as generative AI (a specific AI technology that enables new content to be created in response to user questions and prompts) has become widely available.
According to data commissioned by the government, around 15% of all UK businesses used AI technology in 2022. More informal research published since then indicates that this proportion has almost certainly increased.
The use of AI in the workplace can vary, from recruitment and performance management to the automation of workers’ roles. Consequently, employers are increasingly looking to implement these technologies to enhance operational efficiency. Against this backdrop, a survey commissioned by Acas sought to understand the concerns of workers regarding the use of AI in their workplaces.
Acas survey
The headline from the survey results released by Acas is that 26% of the 1,023 employees surveyed fear that AI will lead to the loss of jobs. Outside the survey, opinion on how well founded this fear is varies, with the UN warning of the “precarious contingent work arrangements” the technology may create, whereas, in contrast, the Tony Blair Institute for Global Change predicts that any unemployment caused by AI will be offset by the new job roles it creates.
In addition to workers’ worries over job losses, 17% of respondents were also concerned about the potential lack of accuracy in the results produced by AI, while 15% were dissatisfied with a lack of regulation in this area. The pace at which AI has developed has made it difficult for regulation to keep up, although the recent EU AI Act, which came into force on 1 August 2024, marks the first formal regulation on this issue and we may expect to see other jurisdictions follow suit. In the UK, the government has announced plans to introduce legislation to regulate the use of AI. There has been mounting pressure to introduce AI legislation, including the re-introduction of a Private Members’ Bill, the Artificial Intelligence (Regulation) Bill, which proposes the introduction of an independent AI regulator.
Other issues raised in the survey results included data protection concerns and environmental impact.
While the survey did highlight the varied and significant concerns of workers, not all responses were negative, with just under 17% of respondents expressing no concerns with AI.
What can employers do?
In response to the results of the survey, Acas has issued some informal guidance for employers seeking to implement the use of AI within their organisations while navigating the concerns of employees. This includes:
- developing clear policies to govern the use of AI in the workplace;
- consulting with employees when introducing AI policies, particularly where the use of AI may necessitate a variation in the terms of the employment contract;
- reassuring employees with concerns that AI may lead to the loss of jobs;
- casting a human eye over AI outputs to check accuracy, tone and bias;
- training employees on how to ensure AI produces accurate outputs; and
- ensuring that the General Data Protection Regulations are borne in mind when utilising AI.
Employers will also want to ensure that they are keeping up to date with the latest regulatory updates to remain compliant. The EU AI Act, for example, applies to any employers using AI within the EU market and categorises the use of AI in employment as “high risk”, meaning that additional regulatory requirements are in place for its use. For further information on this, please see our previous article on this topic. In the UK, the government’s AI Action Plan, published in January 2025, outlines plans to introduce regulation which employers will need to be aware of once it is introduced.
As AI continues to reshape the workplace, employers who proactively address employee concerns through transparent policies, meaningful consultation and regulatory compliance will be best positioned to harness its benefits while maintaining workforce trust and engagement. Please reach out to your usual Dentons contact if you require support or guidance.
