{"id":356701,"date":"2026-07-09T16:03:42","date_gmt":"2026-07-09T16:03:42","guid":{"rendered":"https:\/\/peraltafinancing.com\/apprentice\/a-guide-for-hr-teams\/"},"modified":"2026-07-09T16:03:42","modified_gmt":"2026-07-09T16:03:42","slug":"a-guide-for-hr-teams","status":"publish","type":"post","link":"https:\/\/fivemor.com\/?p=356701","title":{"rendered":"A Guide for HR Teams"},"content":{"rendered":"<p> <br \/>\n<\/p>\n<div>\n<p class=\"wp-block-paragraph\">The rise of workplace AI is creating a new category of employee relations risk that most grievance procedures were never built to handle. As AI tools become embedded in recruitment, performance management and day-to-day HR processes, they are also reshaping how employees raise concerns, and how those concerns end up at tribunal.<\/p>\n<p class=\"wp-block-paragraph\">For HR teams, this means:<\/p>\n<ul class=\"wp-block-list\">\n<li>A growing volume of grievances involving AI-assisted drafting<\/li>\n<li>New categories of complaint tied to algorithmic decision-making<\/li>\n<li>Increased pressure on an already-strained tribunal system<\/li>\n<li>A widening gap between existing ER policy and current practice<\/li>\n<\/ul>\n<p class=\"wp-block-paragraph\"><strong>More than eight in ten HR directors (83%)<\/strong> report having worked with a business facing issues related to employee AI use in the past twelve months, and <strong>almost all (95%)<\/strong> have encountered cases where AI was used to raise a grievance or progress a dispute, according to a survey by The HR Dept reported in <a href=\"https:\/\/www.peoplemanagement.co.uk\/article\/1949582\/ai-assisted-grievances-pile-pressure-people-teams-survey-finds\">People Management<\/a>.<\/p>\n<p class=\"wp-block-paragraph\">This guide sets out what HR and people teams need to understand about this shift, and where to focus first.<\/p>\n<p><h2 class=\"uagb-heading-text\"><strong>What Counts as an AI Grievance<\/strong><\/h2>\n<\/p>\n<p class=\"wp-block-paragraph\">Not all AI-related complaints are the same, and each requires a different response from HR.<\/p>\n<p class=\"wp-block-paragraph\">The main categories include:<\/p>\n<ul class=\"wp-block-list\">\n<li><strong>Algorithmic decisions affecting an employee directly<\/strong> \u2013 AI used in recruitment, performance scoring, shift scheduling or disciplinary flagging<\/li>\n<li><strong>AI-assisted monitoring and surveillance disputes<\/strong> \u2013 complaints about how employees are tracked, scored or observed by workplace systems<\/li>\n<li><strong>Contested AI outputs<\/strong> \u2013 cases where an AI\u2019s conclusion is challenged as biased, inaccurate or unexplained<\/li>\n<li><strong>AI-drafted grievances<\/strong> \u2013 a fast-growing category where the underlying complaint may be routine, but the format and drafting changes how HR needs to respond<\/li>\n<\/ul>\n<p class=\"wp-block-paragraph\">This guide focuses specifically on disputes that could escalate to a formal grievance or tribunal claim, rather than broader workforce anxiety about AI adoption.<\/p>\n<p><h2 class=\"uagb-heading-text\"><strong>The Employee Relations Impact of AI Decision-Making<\/strong><\/h2>\n<\/p>\n<p class=\"wp-block-paragraph\">Most grievance procedures assume a human decision-maker. That assumption is increasingly out of step with how decisions are actually made.<\/p>\n<p class=\"wp-block-paragraph\">Three gaps are emerging consistently:<\/p>\n<ul class=\"wp-block-list\">\n<li><strong>A right-to-explanation problem.<\/strong> Employees cannot meaningfully challenge a decision they do not understand, and many AI-driven decisions are not explained to the people they affect.<\/li>\n<li><strong>A manager readiness gap.<\/strong> A survey of 200 HR professionals by law firm Irwin Mitchell, reported by <a href=\"https:\/\/www.recruiter.co.uk\/news\/2025\/11\/how-respond-rise-ai-generated-workplace-grievances\">Recruiter<\/a>, found <strong>60% of HR managers<\/strong> suspected AI involvement in at least one grievance they had handled, with most having received no training on how to respond differently.<\/li>\n<li><strong>Slower resolution.<\/strong> <strong>52% of respondents<\/strong> in the same survey said AI-drafted grievances were harder to resolve, citing overly formal language and a lack of personal context.<\/li>\n<\/ul>\n<p><h2 class=\"uagb-heading-text\"><strong>Employment Tribunal Risk and AI-Related Claims<\/strong><\/h2>\n<\/p>\n<p class=\"wp-block-paragraph\">Employers understandably want to know whether this is translating into tribunal activity, and how seriously it should be treated.<\/p>\n<p class=\"wp-block-paragraph\">The evidence suggests a nuanced picture:<\/p>\n<ul class=\"wp-block-list\">\n<li><strong>A third of businesses<\/strong> surveyed by <a href=\"https:\/\/www.recruiter.co.uk\/news\/2025\/11\/how-respond-rise-ai-generated-workplace-grievances\">Irwin Mitchell<\/a> reported employees using AI to prepare for tribunal claims, and <strong>one in three HR managers<\/strong> had been involved in a claim where they believed AI had been used to prepare the case<\/li>\n<li>Encouragingly, <strong>86% of HR directors<\/strong> who saw AI-assisted grievances reach tribunal reported that none of those cases succeeded<\/li>\n<li>According to the UK government\u2019s own impact assessment, reported by <a href=\"https:\/\/www.cityam.com\/government-concedes-workers-rights-overhaul-will-spark-surge-in-tribunal-claims\/\">City AM<\/a>, the Employment Rights Act is expected to increase tribunal case volumes by <strong>a further 17%<\/strong>, adding to an already-strained system<\/li>\n<li>Under the <a href=\"https:\/\/www.hackerrank.com\/blog\/ai-hiring-in-the-uk-what-technical-recruiting-teams-need-to-know-right-now\/\">EU AI Act<\/a>, recruitment and candidate evaluation tools are classified as high-risk systems, with obligations phasing in from August 2026, relevant to UK employers with EU operations<\/li>\n<\/ul>\n<p class=\"wp-block-paragraph\">The immediate risk for employers is less about losing cases and more about rising claim volumes and resourcing pressure.<\/p>\n<p><h2 class=\"uagb-heading-text\"><strong>Where AI Grievances Overlap With Discrimination and Bias Claims<\/strong><\/h2>\n<\/p>\n<p class=\"wp-block-paragraph\">AI-related grievances frequently intersect with discrimination and bias claims, since both often stem from the same underlying issue: an unexplained or unchallenged automated decision.<\/p>\n<p class=\"wp-block-paragraph\">Relevant findings include:<\/p>\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/ico.org.uk\/about-the-ico\/media-centre\/news-and-blogs\/2024\/11\/ico-intervention-into-ai-recruitment-tools-leads-to-better-data-protection-for-job-seekers\/\">The ICO\u2019s 2024 audit<\/a> of AI recruitment tool providers resulted in almost <strong>300 formal recommendations<\/strong> to improve legal compliance<\/li>\n<li>Research from <a href=\"https:\/\/www.gartner.com\/en\/newsroom\/press-releases\/2025-07-31-gartner-survey-shows-just-26-percent-of-job-applicants-trust-ai-will-fairly-evaluate-them\">Gartner<\/a> found only <strong>26% of candidates<\/strong> trust AI to evaluate them fairly<\/li>\n<li>The ICO\u2019s <a href=\"https:\/\/ico.org.uk\/about-the-ico\/what-we-do\/recruitment-rewired\/\">Recruitment Rewired<\/a> project, drawing on engagement with over 30 employers between March 2025 and January 2026, found widespread gaps in how organisations monitor AI hiring tools for bias<\/li>\n<\/ul>\n<p class=\"wp-block-paragraph\">Bias monitoring should be built into any AI grievance process from the outset, rather than added after a complaint is received.<\/p>\n<p><h2 class=\"uagb-heading-text\"><strong>How HR Should Respond to AI-Related Grievances<\/strong><\/h2>\n<\/p>\n<p class=\"wp-block-paragraph\">Employers should focus on four priorities:<\/p>\n<ul class=\"wp-block-list\">\n<li><strong>Audit<\/strong> where AI currently touches employee-facing decisions. <a href=\"https:\/\/www.techtimes.com\/articles\/317406\/20260529\/ai-hiring-compliance-uk-ico-closes-consultation-today-most-employers-found-breach.htm\">The ICO found<\/a> that many employers incorrectly assess their AI tools as decision support, when the tools may in fact be making the decision outright.<\/li>\n<li><strong>Update grievance procedures<\/strong> to explicitly name algorithmic decisions, closing the gap left by policies written for human decision-makers only.<\/li>\n<li><strong>Train managers<\/strong> to recognise and handle an AI-related complaint at first contact. This remains the most significant capability gap identified across the available data.<\/li>\n<li><strong>Document AI decision logic<\/strong> so it can withstand scrutiny. <a href=\"https:\/\/thelens.slaughterandmay.com\/post\/102jo0c\/ai-in-recruitment-ico-publishes-recommendations\">The ICO cites<\/a> regular, documented bias reviews covering protected characteristics under the Equality Act as good practice.<\/li>\n<\/ul>\n<p class=\"wp-block-paragraph\">Employers should also be aware that, <a href=\"https:\/\/www.thrings.com\/blog\/ai-drafted-employee-grievances-what-employers-need-to-know\">according to Thrings<\/a>, a tribunal can adjust any compensation award by <strong>up to 25%<\/strong> for unreasonable failure to follow the Acas Code, regardless of how the original grievance was drafted.<\/p>\n<p><h2 class=\"uagb-heading-text\"><strong>Red Flags: Identifying an AI-Assisted Grievance<\/strong><\/h2>\n<\/p>\n<p class=\"wp-block-paragraph\">The following signals commonly indicate AI-assisted drafting:<\/p>\n<figure class=\"wp-block-table\">\n<table class=\"has-fixed-layout\">\n<tbody>\n<tr>\n<td><strong>Signal<\/strong><\/td>\n<td><strong>Likely explanation<\/strong><\/td>\n<\/tr>\n<tr>\n<td>Unusually formal tone or structure<\/td>\n<td>Common feature of AI-drafted documents<\/td>\n<\/tr>\n<tr>\n<td>References to unfamiliar or non-UK case law<\/td>\n<td>AI tools frequently cite US case law in UK grievances<\/td>\n<\/tr>\n<tr>\n<td>Document length disproportionate to the issue<\/td>\n<td>Typical pattern in AI-generated submissions<\/td>\n<\/tr>\n<tr>\n<td>Confident legal claims with limited supporting detail<\/td>\n<td>AI tools often state conclusions without evidence<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n<p class=\"wp-block-paragraph\">In one survey by <a href=\"https:\/\/www.peoplemanagement.co.uk\/article\/1949582\/ai-assisted-grievances-pile-pressure-people-teams-survey-finds\">The HR Dept<\/a>, <strong>78% of AI-generated grievances<\/strong> relied on inaccurate information or misrepresentations, with a further <strong>11%<\/strong> described as containing substantial factual errors. In one widely reported case detailed by <a href=\"https:\/\/www.thrings.com\/blog\/ai-drafted-employee-grievances-what-employers-need-to-know\">Thrings<\/a>, a grievance letter cited nine legal cases, of which only two were real.<\/p>\n<p class=\"wp-block-paragraph\">Regardless of drafting method, every grievance still requires a full and fair investigation under the Acas Code.<\/p>\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p><h2 class=\"uagb-heading-text\"><strong>Where This Fits Into the Wider AI and Workforce Picture<\/strong><\/h2>\n<\/p>\n<\/blockquote>\n<p class=\"wp-block-paragraph\">This guide has focused specifically on grievances and tribunal risk. It sits within a broader shift in how AI is reshaping work across the UK labour market.<\/p>\n<p class=\"wp-block-paragraph\">One development points to further change ahead:<\/p>\n<p class=\"wp-block-paragraph\">According to <a href=\"https:\/\/gdprlocal.com\/ico-artificial-intelligence-navigating-ai-compliance-and-governance\/\">regulatory tracking of the ICO\u2019s plans<\/a>, the ICO\u2019s statutory <strong>Code of Practice on AI and Automated Decision-Making<\/strong> is expected in final form in Summer 2026<\/p>\n<h2 class=\"wp-block-heading\"><strong>How Avado Can Help<\/strong><\/h2>\n<p class=\"wp-block-paragraph\">At Avado, we help HR and people professionals build the confidence and capability to manage AI-related risk as it emerges in the workplace. Our HR Compliance for Managers course equips managers to identify and respond to AI-related grievances at first contact, before they escalate.<\/p>\n<p class=\"wp-block-paragraph\"><strong>Explore our HR Compliance for Managers course and prepare your managers for this shift!<\/strong><\/p>\n<\/p><\/div>\n\n","protected":false},"excerpt":{"rendered":"<p>The rise of workplace AI is creating a new category of employee relations risk that most grievance procedures were never built to handle. As AI tools become embedded in recruitment, performance management and day-to-day HR processes, they are also reshaping how employees raise concerns, and how those concerns end up at tribunal. For HR teams, [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":356702,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[12039],"tags":[2059,12722],"dealstore":[],"offerexpiration":[],"class_list":["post-356701","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-apprentice","tag-guide","tag-teams"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>A Guide for HR Teams - Som2ny Network<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fivemor.com\/?p=356701\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"A Guide for HR Teams - Som2ny Network\" \/>\n<meta property=\"og:description\" content=\"The rise of workplace AI is creating a new category of employee relations risk that most grievance procedures were never built to handle. 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