(PR in) HR Pulse | HR news round-up: November
Photo by Glenn Carstens-Peters on Unsplash
AI continues its impact - is redundancy law still fit for purpose?
As more big firms are making large-scale lay-offs due to the rise in automation and AI, employment experts are warning redundancies still need to be fair and fit for purpose.
Whilst technology is changing the way companies operate, their legal obligations aren’t. Companies still need to prove there is a reduced need for staff to carry out their work. However, legal experts are questioning whether existing redundancy and employment laws are fully equipped for the realities of AI.
There is no AI specific legislation in the UK yet, but Chloe Grant, employment associate solicitor of Bellevue Law believes it is only a matter of time.
Rena Christou, COO and employment lawyer at PR in HR’s client, HR firm Empowering People Group says the most common mistake they see organisations make is assuming AI driven restructures are a foregone conclusion. Christou goes on to state that if decisions are made before collective consultation starts, then the process is already flawed.
Employers are warned to ensure the cuts are necessary. Check technology is capable of delivering the same quality of work or service as their employees, explore alternatives such as redeployment or reshaping roles, and consider the results of how the introduction of AI disadvantages certain groups.
Not only could falling foul of employment law get very expensive very quickly, but according to data published in Forrester’s 2026 Future of Work report, over 55% of employers who have made AI related layoffs have later regretted the decision.
It leads to the question: is AI the true cause of latest redundancies, or is better workforce planning needed?
Read the full article in Raconteur
Report urges HR to drive age-inclusive workplaces
A recent report from social enterprise Age Irrelevance has highlighted the need for HR professionals to redesign work for a “100 year life”.
It is believed that the UK’s outdated ‘educate, work, retire’ model is no longer sustainable. The writers of the report have estimated that if the employment rate of workers aged 50-64 matched that of younger workers, the UK economy could gain an extra £88bn.
The report calls for age inclusion to be embedded in recruitment, as well as other leadership strategies. As AI begins to take the forefront in recruitment, the authors warn it could reinforce age bias and so an annual AI bias audit and longevity plan would be a good strategy for organisations to have in place.
The article argues that to be age-inclusive, organisations should involve older colleagues within the policy process, avoiding assumptions by younger managers.
Other measures include access for training and supporting phased retirement options.
Sarah Taylor Phillips, founder of career and talent planning business Career Voyage, says in the article that organisations should be rethinking how to redesign roles to support experienced talent, offering opportunities to those that want to have a career and a life. The two shouldn’t be mutually exclusive.
Read the full article in HR Magazine
AI-generated grievances are on the rise
It has recently come to light that HR professionals are receiving AI-generated grievances, with 60% of the 200 HR professionals surveyed by the law firm Irwin Mitchell admitting they’ve had to deal with employee grievances they suspect were generated by AI.
Over half felt that these grievances generated by AI were more challenging to address, often due to the overly formal language, legal terms and lack of personal context.
Paman Singh, principal associate at law firm Weightmans, noticed the volume of such complaints soaring. He said HR teams are being overwhelmed by lengthy, AI-written grievances that take just minutes to generate but hours to process.
To deal with this, he recommends highlighting to the employee that the grievance seems to be drafted by AI and asking them for clarification on the points raised and pushing back on overly complex legal language.
Irwin Mitchell’s Elaine Huttley warns that AI tends to amplify legal risk. Because it’s programmed to “please,” it may overstate potential claims, inflate expectations, and potentially worsen workplace relationships.
The survey also revealed that one in three employees are also believed to use AI to draft legal claims, such as tribunal applications.
Employment lawyers advise HR to engage genuinely with staff - talking through issues face-to-face is often the most effective way to untangle complexities.
Read the full article in People Management
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