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null What are the biggest workforce trends for 2026? Part 1

What are the biggest workforce trends for 2026? Part 1

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In 2026, five trends are set to define the future of work:
 
  • AI-enabled talent takes centre stage.
  • Early careers will be redefined amid automation-induced concerns.
  • Organisations must tackle the latest mutation of ‘Technostress’: FOBO.
  • Life Sciences will lead global industry growth.
  • Trust must be re-established in the AI era.

 

Introduction

2026’s most predictable disruptor? Artificial Intelligence (AI). Technology now weaves through every business function, sector and industry.
 
This year, the conversation evolved: AI and other disruptive technologies didn't just influence the future of work, they reshaped it. For job seekers and organisations alike, the recruitment landscape is shifting – fast. These technologies are redefining what’s possible and demanding new thinking at every stage.
 
But with so much noise, it’s hard to focus.
 
  • What are the biggest trends for 2026?
  • Which trends will shape your strategy – and which are just hype?
  • And perhaps above all else, what do these changes mean for your workforce strategy?
 
In the first of two parts, we spotlight three essential trends shaping the future of work, each paired with practical insights to help you move from awareness to action.
 
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Please note before you read on: The information and opinions contained in this article have been prepared by Hays for general information purposes only. The information does not constitute advice and should not be relied on or treated as advice. It is important to obtain your own independent advice and form your own judgments and opinions.
 
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Trend 1: Why is AI-enabled talent critical in 2026? 

Summary: The volume of AI-adjacent talent is soaring. These roles bridge the gap, using technology to drive business transformation.
 
Key facts:
 
  • The number of AI-adjacent roles (e.g., AI Ethics Specialists, AI UX Designers and Prompt Engineers) is surging globally.
  • Traditional job descriptions are evolving, requiring talent across all functions and industries to enhance their digital capabilities.
  • We’re seeing rapid talent growth in emerging hubs like Canada and India.
 
Deeper dive:
 
2026 is the year that AI-adjacent talent takes centre stage.
 
These roles don’t build. Rather, they bridge the gap – working alongside AI-enabled technologies to translate technical potential into real business impact. Key skills include interpreting AI-generated outputs, orchestrating new workflows, quality assurance and upholding ethics and compliance.
 
For organisations, a new challenge emerges. These roles don’t fit neatly into traditional job descriptions, making the talent search more complex – and more competitive.
 
Demand is surging on both sides of the market. Skills growth has been explosive and appetite for AI-adjacent talent continues to rise, even as overall job postings decline:
 
  • AI Ethics Specialists: In the UK, we tracked a 102% year-on-year increase in professionals with both ‘Ethics’ and ‘Artificial Intelligence’ skills. It’s a talent pool that is expanding dramatically, with a global increase of 142% year-on-year. Alongside the UK, countries such as Brazil, France and the US record sharp talent growth.
  • AI UX Designers: The global talent pool for this skill set has grown by 92% in the past year. Demand is extremely high, making these roles difficult to fill. The talent available is found in major urban hubs, with India, the US and the UK boasting the highest concentration of this rapidly growing talent pool.
  • AI Prompt Engineers: Growth among ‘Prompt Engineers’ who also list ‘Artificial Intelligence’ as a skill has been moderate year-on-year, likely reflecting the role’s inherent alignment with AI and the steady increase of talent, rather than sudden disruption. Established tech hubs such as the US and the UK remain dominant, although emerging locations like Canada and India are building momentum. Gender diversity is notably weaker compared to the other roles explored, with fewer than one-third of professionals identifying as female.
 
In 2026, organisations must write a new playbook for attracting, developing and retaining AI-adjacent talent - or risk falling behind. The boundaries between technical and non-technical roles have blurred, requiring talent across all functions and industries to enhance their digital capabilities.
 
This marks the beginning of a new era for skills. Once a commodity traded for jobs, they are now the infrastructure on which modern businesses are built. “Like roads or broadband, skills enable innovation and mobility across industries”, states the World Economic Forum.
 

What should organisations do next? 

  • Skills-based hiring will become a competitive necessity, not a nice-to-have: Traditional ‘skills-building’ routes, including schools and universities, aren’t adjusting quick enough. Organisations will need to focus on finding talent with strong mental elasticity and a hunger to learn.
  • Adopt global hiring strategies to access emerging talent hubs: With AI-adjacent skills growing fastest in emerging hubs, organisations must expand their horizons. Cross-border hiring enables you to tap into diverse, rapidly expanding talent networks.

 

Trend 2: How is automation redefining early careers? 

Summary: Gen Z is competing with Gen AI, as automation removes many entry-level roles.
 
Key facts:
 
  • Entry-level job openings have declined globally since the launch of ChatGPT.
  • Only 56% of young workers feel confident in writing good prompts for AI.
  • 21% of young people believe they would be ‘discouraged’ from using AI in an educational setting.
 
Deeper dive:
 
Gen Z is driving AI adoption, while simultaneously absorbing the brunt of its impact. While their tech fluency offers them an edge, automation is dismantling traditional career ladders, removing the roles that once served as stepping stones into the workforce.
 
As Generative AI (GenAI) automates many ‘first rung’ tasks, including data entry, basic coding and content creation, the data shows a sharp decline in job volume:
 
 
But Gen Z isn’t just competing with AI – they're struggling to work alongside it. Poor AI literacy means just 56% of young workers feel confident in writing good prompts. More concerning is how heavy AI reliance is impacting soft skills: ’over-users’ demonstrate weaker problem-solving and critical-thinking capabilities.
 
2025 was the year that Gen Z competed with AI. 2026 must be the year they learn to collaborate with it. This shift demands action from two critical players:
 
Educational institutions must mirror the world of work: While most organisations encourage AI usage to boost productivity and innovation, the education system appears out of sync.
 
In a survey of nearly 3,500 Gen Z workers, just 7% expected to be discouraged from using AI in the workplace. In an educational setting, this jumps to 21%. Today’s learners aren’t being equipped with the skills or understanding to thrive in an AI-enabled workforce.
 
Organisations need to look beyond cost and consider career pipelines: Will Bentinck, Associate Director of Emerging Talent Solutions, Hays UK&I encourages employers to act soon:
 
"AI fluency is already an essential workplace skillset, for everyone, but people don't start their careers ready-made. Get ahead of the mid-level-pinch by investing in early careers, embedding AI fluency from the ground up."
 
This isn’t about preserving outdated roles; it’s about redefining early careers. AI remains a tool. Outputs still need to be reviewed, data curated and ethical questions answered for. These are the opportunities awaiting the next generation.
 

Here's what you need to consider next: 

  • Elevate, don’t just eliminate: As AI absorbs tasks, refocus entry level roles to incorporate higher-value work that requires creativity and collaboration.
  • Foster AI wisdom, not just proficiency: The most successful talent won’t just know how to use AI, but also when to trust it, when to challenge it - and when to avoid it altogether.

 

Trend 3: What is 'Technostress' and how do we manage 'FOBO'? 

Summary: The ‘Fear Of Becoming Obsolete’ will shift from a singular concern to a widespread strategic challenge.
 
Key facts:
 
  • 65% of CHROs believe AI can improve performance for ‘most’ roles.
  • Only half of tech professionals feel prepared for the disruption ahead.
  • Research indicates that AI will raise the qualification requirements for employees.
 
Deeper dive:
 
Let’s be clear: ‘Technostress’ isn’t a new trend. The term was first coined over 40 years ago by Criag Brod, describing a “modern disease” rooted in our inability to cope with new technologies in a healthy manner.
 
But in 2026, our focus isn’t on ‘technostress’ itself. Rather, it’s the mutations of this trend and their impact on today’s workforce. Chief among them: FOBO, or the ‘fear of becoming obsolete’, which describes the anxiety that certain skills, knowledge and roles will become irrelevant due to technological advancements.
 
‘FOBO’ concerns surged in 2022 as generative AI went mainstream. By 2026, these individualistic fears will escalate into a defining strategic challenge for businesses. AI has moved beyond automating routine tasks. It’s now reshaping creative and strategic work - coding, writing, design - and augmenting performance across every function. In fact, 65% of leading CHROs believe that AI can “improve the performance of most roles” in their organisation.
 
As we shift from AI experimentation to full-scale integration, workflows will be redesigned and entire functions will shift focus. There’s a real risk that unless proactive upskilling takes place alongside these changes, talent will disengage and the AI literacy gap will continue to grow.
 
Research from Hays Germany underscores this urgency: 64% of respondents believe that the increasing use of AI will raise the qualification requirements for employees, while 58% see increased requirements for digital skills as a key driver for upskilling.
 
Are your people ready to work adjacent to AI? For many, the answer is no. Our Global Tech Talent Explorer illustrates how just half of tech professionals feel prepared for the disruption ahead. If your innovators are feeling the strain, imagine the impact on those further behind in their AI journey.
 

Key considerations for your organisation: 

  • Wellbeing needs a digital lens: Audit your tech stack – does it simplify or overwhelm? Set clear boundaries to protect mental health.
  • Pursue proactive upskilling: Training is a shared priority. Focus on enhancing AI literacy to build confidence and resilience across your workforce.
  • Prioritise people: Communicate openly about how roles will evolve and ensure there are clear forums for people to voice concerns, ask questions and shape the future.

 

Prepare for Part Two

These are three powerful trends that deserve a place on your radar. But the story isn’t complete yet.
 
In Part 2, we’ll explore our final two trends, exploring an industry on the edge of explosive growth – and the growing number of workers that could pose a significant threat to your organisation.
 
Ready for the rest? Read Part 2 here. 
 

Download the 2026 Trends Infographic