Businesses have a limited window to influence the UK’s approach to artificial intelligence (AI). The House of Commons Business and Trade Committee (BTC) is gathering evidence on AI adoption across the UK economy, with a particular emphasis on its impact on workers, skills and regulation. Submissions close on 3 April 2026.
This inquiry presents a valuable opportunity to inform the UK’s future policy and regulatory direction, including in areas directly relevant to employers such as recruitment practices, workforce management and the use of AI in decision-making.
Scope of the inquiry
The inquiry is seeking written evidence on several points:
- impacts on work and workers: how AI is affecting productivity, jobs, job quality and inequality, including its use in HR processes and the safeguards needed to ensure fairness and transparency;
- skills, education and transitions: whether current education and training systems are adequately equipping individuals to work alongside AI and how employers are approaching reskilling and upskilling;
- the future of AI: how AI may evolve over the next decade and the scenarios for which businesses and policymakers should plan;
- AI adoption: where businesses are already deploying AI across the UK economy, differences across sectors and the key barriers to wider uptake;
- infrastructure and investment: the public and private infrastructure required to support safe and effective AI adoption; and
- strategy, regulation and governance: whether the UK’s regulatory framework is fit for purpose, how prepared government and regulators are and what policy measures could support responsible AI adoption.
Why this matters for employers
AI is rapidly transforming the way businesses operate. In practice, businesses are increasingly adopting generative AI to support HR and people management functions, as we explored in our July 2025 insight (available here). Common use cases include:
- document automation: generating policies, contracts and other employment documentation more efficiently;
- recruitment: screening candidate CVs, identifying relevant experience and ranking applicants; and
- career development: mapping workforce skills and providing personalised training and development recommendations.
These use cases can deliver clear efficiency gains. However, they also raise legal and practical risks, particularly around transparency, bias, accountability and employee trust. For example, the use of AI in recruitment and performance management may expose employers to discrimination risks if they do not properly test and monitor these systems. Similarly, reliance on automated outputs without appropriate oversight may create challenges in demonstrating fair and reasonable decision-making. The BTC’s focus on safeguards, governance and regulatory readiness suggests that these issues are likely to receive increased scrutiny.
A timely opportunity to influence direction
Employer evidence, particularly on the “impacts of AI on work and workers”, will inform how future regulation and guidance develops in areas such as recruitment practices, workforce management and employee protection. Practical insights grounded in real use cases are likely to carry particular weight with the BTC.
This is also an opportunity for organisations to reflect on their own approach. You may wish to consider:
- how you are currently using AI across the workforce;
- what governance and oversight structures are in place;
- whether existing policies adequately address fairness, transparency and accountability; and
- where further guidance or regulatory clarity would be helpful.
Organisations wishing to contribute must submit their evidence (up to 3,000 words) by 3 April 2026 via the BTC’s website (here).
