For all the talk of artificial intelligence making work faster, smarter, and more efficient, many employees seem to be taking those promises with a pinch of salt. Beneath the surface, there’s a growing unease that the same technology designed to enhance productivity could just as easily make certain roles redundant.
New research from Careerminds, which surveyed 3,005 workers, suggests that concern is no longer theoretical. Instead, it’s shaping how people view both their employers and the future of their jobs. The prevailing sentiment is clear: AI may be advancing quickly, but the protections around it are struggling to keep pace.
At present, those protections vary widely depending on where workers live. Illinois, for example, recently introduced HB 3773, requiring employers to disclose when AI is used in hiring or workplace decisions. While that offers a degree of transparency, it falls short of the kind of nationwide framework many employees say they want. In fact, one in three workers report having no confidence that their employer would protect them from being replaced by AI, while a striking 81% believe the federal government should introduce laws specifically designed to safeguard jobs from automation.
When asked what those protections should look like, workers were remarkably aligned. The strongest preference is for human oversight, with many arguing that major workplace decisions should never be left entirely to algorithms. Close behind is a demand for transparency, with employees wanting to know when and how AI is being used to assess them. Others point to the need for retraining opportunities, advance notice or compensation if roles are replaced, and limits on the extent to which employers can use AI to monitor day-to-day activity.
Trust in employers, meanwhile, appears fragile. While a portion of workers say they trust their company at least somewhat to use AI responsibly, a significant share remain unconvinced, with nearly a quarter saying they do not trust their employer at all. That skepticism may be fueled by a growing belief that AI is already influencing workplace decisions. Nearly two-thirds of respondents suspect that AI has played a role in areas such as hiring, promotions, scheduling, or performance evaluations.
The idea of AI-driven surveillance is another point of tension. Tools that track screen time, keystrokes, or productivity levels divide opinion, with some workers comfortable with the trade-off and others deeply uneasy. What most can agree on, however, is the need for openness: a large majority say employers should be legally required to disclose any use of AI in decision-making processes.
When it comes to underlying fears, two concerns stand out. Many workers worry about being quietly replaced by AI, while almost as many are troubled by the idea of being constantly monitored by it. Other anxieties, such as AI filtering job applications or influencing performance reviews, are present but less dominant.
Looking ahead, opinions on job security are sharply split. Some workers believe it is highly likely that AI will replace their role within the next five years, while others are more confident their position will remain intact. Still, taken together, the findings point to a workforce that is far from reassured. Even as AI continues to evolve, many employees are left wondering whether the systems shaping their future will be built with their interests in mind — or without them.
