Employers will need to rethink workforce planning in 2026, as artificial intelligence automates low-complexity work, reshapes entry-level roles, and raises demand for staff who can combine technical ability with human skills, speakers said during Reed’s webinar, ‘Workforce planning in 2026, how AI is reshaping talent strategy’, held at the end of April 2026.
The webinar brought together Lord Clement-Jones, Co-Chairman of the All-Party Parliamentary Group on Artificial Intelligence, Carlos Diaz, VP of People and Talent at Jasper AI, Michele Smith, Managing Director of Technology and Future Skills at Reed, and Keith Rosser, Director of Reed Screening and Head of Risk for the Reed Group.
AI is changing the shape of work
A central theme of the discussion was the growing impact of AI on routine, repeatable tasks. Panellists agreed that many employers already use AI to improve productivity, but the same tools are also changing what work looks like across teams.
Reed’s own research suggests 56% of employers believe AI is key to unlocking productivity. And recent research from City Hall highlights that more than one million Londoners work in roles at risk of major change from AI.
Michelle said employers can’t treat this as a future issue. “AI is obviously removing all the low complexity, high-volume, repeatable work,” she said.
And that shift carries practical consequences. Many teams rely on early-career employees to handle administrative, operational, or process-heavy work. As AI takes on more of those tasks, employers may need to redefine what junior roles involve and how new employees build experience.
Entry-level roles face growing pressure
The panel warned that AI could weaken traditional entry routes into the labour market if employers don’t redesign roles with care. Entry-level posts have often helped people learn through routine tasks, supervision, and gradual exposure to more complex work. If those tasks disappear, businesses may need new ways to develop future specialists.
Michelle suggested organisations should work more closely with education providers to help shape the future of early-career work. She called for a renewed focus on AI literacy, critical thinking, and problem-solving, rather than simply expecting new starters to arrive with fully formed technical skills.
The issue matters for employers facing skill gaps, project deadlines, and tight budgets. If junior roles shrink without a clear development pathway, organisations may find it harder to build internal talent pipelines and reduce future hiring pressure.
Lord Clement-Jones said policy support hasn’t yet caught up with the scale of change. “There’s nothing that government have yet really put in place which deals with this at scale,” he said.
Hybrid skills command more value
Speakers also pointed to rising demand for workers who can combine technical knowledge with communication, empathy, creativity, and judgement. AI skills alone won’t be enough, they said. Employers will need people who can use tools responsibly, interpret outputs, challenge assumptions, and work well with others.
Lord Clement-Jones also pointed to hybrid skills becoming more important as AI adoption spreads across sectors. For hiring managers, that may mean updating role profiles to reflect both technical proficiency and broader human capabilities.
On this topic, Michelle said roles requiring AI capability already attract a 20-to-25% pay premium, compared with similar roles that don’t require those skills. She also said 70% of professionals are willing to accept training or upskilling as part of their reward package, particularly in technology roles.
That suggests employers may need to rethink how they structure pay, progression, and learning. Rather than linking reward only to job titles, businesses could place more value on skills gained and applied in practice.
Talent strategy needs a redesign
Carlos, from AI marketing platform Jasper, said companies should treat AI capability as a core business issue, not a side project. He described AI as a “baseline part of the expectation of hiring,” signalling a shift in how employers assess workforce needs.
On top of this, Carlos advised organisations to carry out a direct and honest audit of their AI skills. For smaller businesses, that could mean mapping which tasks AI can support, which roles need redesigning, and where employees require training.
The panel agreed that employers should also embed AI enablement into company culture. That includes giving teams clear guidance on how to use AI tools, where human judgement remains essential, and how the organisation will manage risks linked to bias, accuracy, and data use.
AI could improve hiring, but risks remain
During the webinar, our panellists presented AI as both an opportunity and a risk for recruitment. Used well, it can streamline processes, reduce administrative work, and help employers assess skills more efficiently. Used poorly, it could deepen bias, damage trust, or create barriers for people trying to enter or move within the labour market.
Keith Rosser said the technology needs careful oversight. “AI has got huge potential to really fix hiring, but also has got potential to make things far worse,” he said.
That warning is especially relevant for employers under pressure to fill specialist roles quickly. AI may speed up screening and shortlisting, but businesses still need transparent processes, human review, and clear accountability.
What employers should consider next
The webinar concluded with a clear message: workforce planning for 2026 will need to move beyond headcount forecasts. Employers will need to examine how work is changing, which skills are becoming more valuable, and how people can grow as AI becomes part of everyday operations.
For hiring managers, the immediate priorities are likely to include reviewing entry-level roles, identifying AI-related skills gaps, updating job descriptions, and investing in practical upskilling.
AI may help employers improve efficiency, but the panel’s discussion suggested that long-term success depends on how well businesses balance automation with human development, judgement, and trust.
Want to learn more about the impact of AI on workforce planning? Watch the full on-demand webinar free here.
