Artificial intelligence is no longer a concept confined to the world of science fiction. It’s here, it’s evolving, and it’s already reshaping the future of work across the United Kingdom. Whether you’re a seasoned professional or new to the workforce, understanding how AI can support productivity—and how to ask your employer for the tools to harness it—has never been more crucial.
AI tools and technologies are revolutionising the way organisations operate. From automating routine administrative tasks to providing insights that inform better decision-making, AI offers opportunities to streamline processes, improve services and, most importantly, support workers to focus on higher-value, human-centred work, yet fewer than one in four workers use AI in daily operations.
A national shift is already underway
According to a 2024 report by the National Audit Office, while AI use in government is still in its infancy, a significant 70% of public sector bodies are currently piloting or planning to implement AI-based solutions. The message is clear: this isn’t a temporary trend—it’s a long-term shift.
And that means workers up and down the UK must be part of the conversation, and part of the solution.
For British workers, the benefits of AI adoption are substantial. Properly implemented, AI can reduce workloads, cut through bureaucracy, and free up time for more strategic, creative, or customer-focused tasks. It can also make data more accessible and enhance accuracy—an essential advantage in sectors such as healthcare, manufacturing, retail, and finance.
But for these benefits to be realised, AI must be implemented with workers, not to them.
How workers can champion AI adoption
If you’re in a role where AI could help streamline your day-to-day tasks—or open the door to more rewarding responsibilities—asking your employer for support with AI training or tools is a proactive first step. Many organisations are already looking to integrate AI, but widespread adoption is only successful when employees are on board and equipped to use these AI technologies confidently.
Here’s how you can start the conversation:
- Assess your current workflow: Where are the bottlenecks? What tasks feel repetitive or manual? Identifying these areas helps you understand where AI might help.
- Make a case for training: A recent Microsoft report found that just 39% of workers using AI had received any formal instruction. Ask your manager or HR department for training workshops, webinars or hands-on sessions tailored to your job.
- Request support networks: Suggest the creation of internal AI champions—colleagues trained to provide support and advice—which can help ease wider adoption.
- Start small: Advocate for pilot schemes or trial runs of AI tools in specific teams. This allows for testing and learning before full-scale implementation.
- Ask for measurable goals: Request that the organisation define clear goals for AI adoption—whether that’s time saved, reduced errors, or increased job satisfaction.
Employers must take responsibility too
Leadership buy-in is key. When managers demonstrate their commitment to new technologies—whether by leading training initiatives or communicating openly about the benefits—teams are more likely to engage positively. Transparency, support, and access to resources make all the difference.
Employers who ignore the needs of their workers during AI implementation risk more than just failed projects. They risk alienating the very people AI is meant to support. A perfect example is Googles call to arms as a golden opportunity for Britain to embrace a £200bn bonanza.
Workers must also feel confident that AI will enhance—not replace—their roles. That confidence can only come through ongoing training, honest communication, and a culture of collaboration.
A strategic approach to future success
It’s vital that businesses don’t rush blindly into AI adoption. The most successful organisations will be those that assess their current capabilities, identify skills gaps, and plan for incremental change.
By breaking down the AI journey into manageable steps—starting with pilot projects, setting clear goals, and monitoring results—organisations can adapt smoothly. Along the way, offering digital coaching, building internal support networks, and making space for continuous feedback will ensure that AI becomes an asset, not an obstacle.
Above all, leaders must invest in people. A workforce that understands and feels confident using AI is one that will drive transformation—rather than be overwhelmed by it.
The Workers Union Says…
AI holds enormous potential to support British workers—boosting productivity, reducing stress, and creating space for more meaningful, skilled, and rewarding work. But its success depends not only on software, but on support. If you believe AI could help you in your role, it’s time to start the conversation with your boss. Ask for training, ask for tools, and ask to be involved in shaping the way your organisation adapts to this technological shift.
This is not about machines replacing humans—it’s about making sure humans have the best tools to succeed in an ever-changing workplace. AI is here to stay. It’s time we made it work for the workforce.
