The latest Talent Trends report explores the key trends shaping HR practices in Ireland’s workplaces.
AI has impacted the working environment significantly throughout 2026, from major restructuring and layoffs, to increased innovation and upskilling endeavours.
Now, as we inch closer to the end of the year, Ibec, the group representing Irish businesses, has launched the latest Talent Trends report, which takes a closer look at how AI, HR practices and other trends are impacting Irish workplaces.
The Ibec Talent Trends and Pay Survey, Workplace Trends and Insights report is based on a survey of 319 HR professionals. Among the key findings, Ibec’s research found that participating HR professionals do not expect AI to negatively affect employee headcount in 2027.
However, the report also discovered that 36pc of organisations involved in the study have yet to properly assess AI’s impact on workforce structure. When queried on the impact of AI on the employee lifecycle, almost 20pc of participants were of the opinion that AI will not drive significant value for HR in the next 12 to 18 months.
More than one-quarter predict its usefulness in talent development, 28pc believe it can positively impact organisational design and workforce planning, almost 30pc see its value in improving the employee experience and engagement and 36pc believe it can be helpful in talent acquisition.
Despite having the potential to be greatly impacted by the use of AI technologies, Ibec’s report suggests that HR’s influence on a company’s wider AI strategy is somewhat limited.
37pc of contributors said that HR currently has little to no involvement in their Al strategy. Only 6pc said HR is driving the conversation around Al, ethics, and workforce transformation. 38pc did agree that HR is an equal partner with IT operations in implementing Al tools. Nearly 20pc said HR is primarily managing the downstream workforce effects of Al implemented by other departments.
Commenting on the report, Maeve McElwee, the executive director of employer relations at Ibec, said, “Unsurprisingly, AI and workforce transition remain front and centre of HR operations, given the scale of organisational change underway. However, there is genuine confidence that while some roles may change, the narrative of job displacement does not currently reflect what HR leaders are seeing.
“What we are seeing from the feedback is that the challenge for businesses lies in gaining a better understanding of how they capture and measure the productivity benefits of AI across their business operations.”
Pensions, plans and pay gaps
Unsurprisingly, trends and patterns around pay and future planning were of particular interest to the survey’s participants.
Ibec’s research identified the implementation of the EU Pay Transparency directive as the single most impactful factor affecting HR operations, as agreed upon by 68pc of contributing HR leaders.
The research shows that retirement planning and gender equity also require substantial operational focus. Nearly 40pc of employers cite pension auto enrolment among the top three most impactful developments. A further 32pc of employers listed gender pay gap reporting.
McElwee said, “Regarding other pressure points for businesses, preparing for and complying with the EU Pay Transparency Directive is the top issue for HR leaders. Arguably the most significant piece of EU employment legislation in decades, it is vital to ensuring alignment with the values of a modern, inclusive labour market.
“However, ensuring employers are equipped with the right information, appropriate tools and sufficient time to act has been a major concern over the past year.
“That is why Ibec continues to support employer preparedness and why we will be actively engaging with the government to seek greater certainty in the timelines for enactment and commencement of the legislation and related guidance.”
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