Rapid advancements in artificial intelligence (AI), shifting workforce expectations and tighter regulation are reshaping the human resources (HR) landscape.
Here, Dr Jonathan Lord, Senior Lecturer in Human Resource Management at Salford Business School, outlines five trends he expects to influence HR practice in 2026 and beyond.
1. AI becomes deeply embedded in recruitment and procurement – and more tightly regulated
Analysts such as Gartner (2024) predict that AI will move from an experimental bolt-on to an embedded layer across most HR processes. Rather than HR professionals “using” AI, HR will increasingly rely on it behind the scenes for recruitment, workforce planning, scheduling and learning pathways.
Regulation will also intensify. The European Union’s AI Act – which classifies hiring and worker-management systems as high-risk – begins phasing in. Even UK organisations operating internationally will need stronger audit trails, clearer documentation of automated decisions and more transparent oversight.
But the hype does not always reflect reality. Research from Raghavan et al. (2020) and UK’s Centre for Data Ethics and Innovation shows algorithmic tools can reinforce bias if not properly monitored. In 2026, the gap between what organisations believe AI can deliver and what it can safely achieve will create both operational and ethical challenges.
2. A shift towards skills-based workforce design
Reports from McKinsey (2023) and the World Economic Forum (2023) suggest that organisations are already abandoning rigid job descriptions in favour of skills taxonomies, dynamic mobility structures and internal talent marketplaces.
By 2026, many employers will restructure job architectures so that hiring, progression and development revolve around transferable skills rather than job titles. This shift will help employers to adapt more quickly to labour shortages, automation and emerging business models – but it will require deeper investment in reskilling and talent mobility.
3. Worker voice becomes a strategic focus
The International Labour Organisation (ILO, 2023) notes growing global pressure for stronger consultation, more transparent decision-making and participatory organisational practices.
In the UK, proposed reforms around day-one rights and enhanced consultation duties further amplify this shift. Even without legislative change, employees increasingly expect to be heard. HR will be expected to facilitate meaningful dialogue, encourage participation and embed worker voice into everyday processes, not just formal moments of change.
4. Monitoring technologies face pushback and cultural risks
The rise of productivity-tracking tools and so-called “bossware” during hybrid working has prompted widespread concern. Research by the TUC (2023) highlights discomfort with intrusive data collection, while European developments around platform work indicate growing political scrutiny of algorithmic management.
In 2026, as monitoring tools become more sophisticated, HR leaders will need to manage them carefully. Without clear boundaries, they risk damaging morale, undermining trust and infringing privacy and dignity at work.
5. Human-centred design and sustainability redefine HR’s role
Despite the challenges, there is growing momentum behind human-centred organisational design, underpinned by evidence from the CIPD’s People Profession 2030 strategy and recent Gallup findings links wellbeing, autonomy and psychological safety directly to performance. As a result, flexibility, inclusion and human-centred work design will shift from “nice to have” initiatives to core organisational principles. HR teams will take a more intentional approach to redesigning roles, workflows and leadership practices.
At the same time, the transition to a greener economy will open new workforce opportunities. Forecasts from the ILO and the World Economic Forum point to rapid growth in green and sustainability-related roles by 2030. HR will play a central role in preparing employees for these emerging areas, supporting internal mobility and helping organisations meet environmental commitments.