Global HR News | Workplace Trends | 2026

Human Resources leaders are set to play a central role in shaping ethical human–AI workplaces as organisations enter a new phase of artificial intelligence adoption amid intensifying global compliance demands. According to a new 2026 trends forecast by Deel, HR is emerging as the key gatekeeper responsible for ensuring AI is deployed responsibly, transparently and in line with evolving regulations.

The report positions HR as the “architect of the human–machine enterprise”, highlighting a shift in responsibility as companies increasingly leverage generative AI and begin experimenting with agentic AI systems.

“In 2026, their role is to architect environments where humans and machines can live and thrive, side by side,” the report stated.

To meet this challenge, HR teams are advised to evaluate their readiness across three critical areas: AI literacy, compliance exposure and technical integration. These capabilities are seen as essential for operationalising AI safely and effectively across the workplace.

AI Adoption Brings New HR Risks and Responsibilities

The report noted that AI tools are becoming deeply embedded in HR functions themselves, including hiring, learning and development, and performance management. While these technologies promise efficiency and scale, they also introduce new organisational risks and growing concerns among jobseekers.

As a result, HR must transition from being a user of AI tools to the primary steward of their ethical and responsible deployment, particularly in organisations operating across multiple regions.

“The deployment of any AI solution means HR must evolve from being a consumer of AI technology to being the primary steward of its ethical and responsible implementation across borders,” the report said.

Navigating Global Compliance Pressures

The forecast highlighted varying regulatory expectations across major economies:

European Union: The EU AI Act classifies HR systems that influence employment decisions as High-Risk AI, mandating staff training and placing new compliance responsibilities on HR teams.

United States: The US AI Action Plan urges HR leaders to focus on skills-based hiring and non-traditional talent pipelines through national AI skills initiatives.

Singapore: HR leaders are encouraged to align upskilling programmes with a “people-first” strategy that prepares employees to collaborate effectively with AI.

United Kingdom: HR departments are expected to integrate external learning resources as part of a national goal to train 7.5 million workers in essential AI skills by 2030.

Despite regional differences, the report stressed that ethical AI governance is a universal priority.

“Wherever you’re based, championing ethical AI is a core component of your global compliance strategy,” it noted.

HR at the Centre of Ethical AI Governance

The report concluded that HR is uniquely positioned to reduce algorithmic bias, establish accountability frameworks and define the points at which human judgment and empathy must override algorithmic outputs.