Irish HR leaders expect AI to leave 2027 headcounts intact
In an Ibec survey of 319 HR professionals, most do not foresee AI cutting jobs next year, yet many firms have not studied its effect on workforce structure.
By
Anjali Mehra
In brief
- Most HR professionals surveyed by Ibec do not expect AI to hurt employee headcounts in 2027.
- 36pc of organisations have yet to properly assess AI’s effect on workforce structure.
- Only 6pc say HR is driving the conversation on AI, ethics and workforce transformation.
- The EU Pay Transparency directive tops HR’s list of pressures, cited by 68pc.
Most HR professionals in Ireland do not expect artificial intelligence to hurt employee headcounts in 2027. That is the headline finding of a survey of 319 HR professionals, published by Ibec, the group representing Irish businesses, in its report titled “Ibec Talent, Trends and Pay Survey, Workplace Trends and Insights”, as Silicon Republic reports.
The figure reflects what HR teams anticipate, not a demonstrated outcome. The report looks at how AI, HR practices and other trends are shaping Irish workplaces, and Maeve McElwee, executive director of employer relations at Ibec, says there is “genuine confidence” among HR leaders on the question of jobs. In her words, “Unsurprisingly, AI and workforce transition remain front and centre of HR operations, given the scale of organisational change underway.”
Confidence on jobs, gaps in the analysis
The optimism sits beside a good deal of uncertainty. Over a third of organisations in the study have not yet properly assessed what AI means for their workforce structure, and views on its payoff for HR are mixed.
| Survey finding | Share of respondents |
|---|---|
| Organisations yet to assess AI’s impact on workforce structure | 36pc |
| Expect no significant AI value for HR in the next 12 to 18 months | Almost 20pc |
| See a positive effect on organisational design and workforce planning | 28pc |
| See value in employee experience and engagement | Almost 30pc |
| Think AI can help talent acquisition | 36pc |
| Predict usefulness in talent development | More than one-quarter |
McElwee puts the business challenge in terms of measurement: “What we are seeing from the feedback is that the challenge for businesses lies in gaining a better understanding of how they capture and measure the productivity benefits of AI across their business operations.”
HR has a limited seat at the AI table
Although HR could be heavily affected by AI tools, the report suggests its influence over company-wide AI strategy is somewhat limited. Respondents were split on how much say the function really has.
In other words, a sizeable group sits at the table as a peer, while a smaller one deals with consequences after other departments have made the decisions.
Pressures that outweigh AI
AI is not the issue weighing most on HR operations. Respondents pointed to regulation and pay as the heavier burdens:
- EU Pay Transparency directive: 68pc of contributing HR leaders named its implementation as the single most impactful factor.
- Pension auto-enrolment: nearly 40pc of employers placed it among their top three most impactful developments.
- Gender pay gap reporting: 32pc of participants referenced it as a key area.
McElwee describes the directive as arguably the most significant piece of EU employment legislation in decades, adding that employers having the right information, appropriate tools and enough time has been a major concern over the past year. “That is why Ibec continues to support employer preparedness, and why we will be actively engaging with the Government to seek greater certainty in the timelines for enactment and commencement of the legislation and related guidance.”
Photo: RDNE Stock project / Pexels
