Jessica O'ConnorMost Irish employers have yet to communicate a clear strategy for the use of artificial intelligence (AI) in the workplace, according to research released by CIPD Ireland at its annual conference last week.
The 2025 HR Practices in Ireland study revealed that 58% of workplaces have not provided a clear plan on how AI will be used, while 67% have not delivered any form of employee training on the technology.
Only 11% of respondents said their leadership teams are fully equipped for an AI-driven world, and just 22% plan to provide clear guidance on AI use in 2025.
Despite the slow uptake in formal AI strategies, the report also highlighted AI’s growing impact.
60% of respondents reported improved productivity in their organisation due to the use of AI, underscoring the technology’s potential when properly deployed.
CIPD Ireland has called on HR professionals to take the lead in ensuring responsible AI implementation.
The organisation stressed the importance of proactive engagement with workers as AI’s presence in the workplace continues to expand.
Mary Connaughton, director for Ireland at CIPD, said: “As its usage grows, it’s vital that employers understand AI and use it correctly and responsibly to protect business and employee data.
“While AI has a lot to offer, any workplace that hasn’t put an AI policy in place is at risk of getting left behind or falling foul of security issues.
“The low level of readiness around AI policies and usage must be addressed. Employers must act now, and HR can play a central role.”
To support this, CIPD Ireland has made practical resources and guides available on its website to help HR teams and business leaders stay up to date with the rapidly evolving AI landscape.
Beyond AI, the study also explored broader workplace practices in Ireland. The report found that many employers continue to view inclusive culture as critical to attracting and retaining talent.
Two-thirds of those surveyed said that flexible and remote working arrangements were a key part of their inclusion strategies.
Among organisations with equality, diversity, and inclusion (EDI) programmes, 78% reported using inclusive recruitment, retention or promotion practices.
77% offered flexible or remote work, 60% provided manager training and guidance, 45% conducted diversity awareness initiatives, and 16% had appointed a dedicated diversity officer.
On employee wellbeing, there has been some progress in supporting workers facing personal challenges. Since the introduction of domestic abuse leave legislation in 2023, 44% of organisations now have a domestic abuse policy – an increase from 37% last year.
Other wellbeing-related initiatives are also gaining ground.
The survey found that 27% of employers have added extra parental leave, and 20% have introduced policies supporting employees affected by miscarriage, fertility issues or menopause.
