Concerns about artificial intelligence are growing among UK workers, with many fearing for their job security while employers remain more confident about its impact.
Research commissioned by The Access Group, a UK business management software provider, and conducted by YouGov, found that 41% of employees fear AI’s impact on their jobs compared with 25% of HR decision-makers. Employees were also twice as likely as HR leaders to cite job loss as their main AI concern, at 20% compared with 9%.
The figures reveal a widening perception gap between how organisations view AI adoption and how it is experienced by the workforce.
Training gap widens as AI use accelerates
The research, based on responses from 1,000 UK employees and 503 HR decision-makers, suggests AI adoption is moving faster than formal training.
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Seven in ten employees said they were experimenting with AI, and 44% reported using it in their day-to-day roles. Yet just 19% said they had received formal training on how to use or manage these tools responsibly.
Hannah Walton, general manager of Access People at The Access Group, said employees were adapting despite limited guidance. “Rather than asking whether AI will change their roles, employees are asking how those changes will happen, what support they’ll receive, and who will help them adapt.”
She said many workers were developing skills independently. “Workers are eager and ambitious, already experimenting with AI tools and upskilling in their spare time, in spite of a lack of company support. They’re adapting. The real question is whether businesses will lead.”
The mismatch between widespread experimentation and limited structured support suggests organisations risk losing credibility if clear policies and training frameworks are not introduced.
Job security concerns outweigh efficiency gains
Fears about job loss remain a central theme, particularly in sectors such as media, marketing, construction and retail.
Employees were significantly more likely than HR leaders to express concern about automation reducing roles, reinforcing the sense of unease around long term job security.
Asked what would increase their confidence, workers prioritised transparency and oversight. More than half wanted the right to know when AI was monitoring them, just over half wanted human review of major AI driven decisions and half wanted the ability to challenge outcomes.
By contrast, HR decision makers were more focused on operational advantages. Many cited reducing time spent on routine administration, gaining faster insights from workforce data and freeing up capacity for strategic work.
Walton said leadership needed to address the gap directly. “Now is HR’s moment to lead. The anxiety around AI is real, but so is the potential.”
She said acknowledging concerns would be critical to maintaining trust. “People leaders who embrace change while acknowledging concerns will be the ones who shape the future of work, not just react to it. In an ever-evolving landscape, proactive leaders are the ones turning uncertainty into competitive advantage.”
Shared concerns over oversight and reliability
Despite differing levels of optimism, both employees and HR leaders agreed on the importance of human oversight.
More than 70% of both groups said human judgement should remain responsible for final decisions in areas such as redundancy, disciplinary action and hiring.
Reliability was also a shared concern, with incorrect or biased recommendations identified as the leading risk by both groups.
Walton said employers had a responsibility to bridge the gap between leadership confidence and workforce reality.
“It’s natural for leadership to be enamoured by the efficiency savings AI can offer. However, as workplace AI adoption accelerates, the challenge now for leaders is to close the gap between workforce reality and leadership perception. HR leaders who take employee concerns seriously have a unique opportunity to create a confident, content and driven workforce.”
The survey was carried out online between 11 and 19 December 2025.
