46.4% of Spanish employees expect their work to be supported by artificial intelligence (AI) in the near future. According to the “HR & Payroll Pulse 2026” survey by SD Worx, the integration of this technology is advancing at an unprecedented pace and transforming the expectations of employees and workers, who assume a model where people and machines share tasks. However, this rapid transition poses important social and training challenges for employees that companies must address imminently.
The human factor in the face of technological uncertainty
The arrival of AI generates a duality of feelings among the employee workforce. On the one hand, the use of these tools is becoming normalized and 35.6% of professionals in Spain claim to increasingly use AI in their daily tasks as employees. On the other hand, uncertainty about the future of work is palpable among many employees. 31.5% of Spanish employees are concerned that AI will make an important part of their tasks redundant (a fear notably higher than the European average of 25.4%).
Despite this concern, employees and workers trust in their differential value. 66.2% of respondents strongly believe that their unique human capabilities cannot be replaced by a machine, reinforcing the importance of employees within organizations.
The real challenge lies in employee training. Only 18.8% of employees feel their organization helps them develop the skills needed for an AI-driven future. This figure shows a training gap that could slow technological adoption and increase demotivation among employees.
Spain, sixth European country in maturity of AI applied to HR
From a corporate perspective, the commitment to technology is clear and decisive, especially in initiatives aimed at improving the employee experience. This investment drive places Spain in sixth position in the European ranking of maturity in Artificial Intelligence applied to Human Resources, currently led by Norway, Ireland and the United Kingdom.
To develop this ranking, SD Worx has evaluated six key areas of organizations, ranging from exploring the potential of AI and the level of investment, to training employees, adapting workflows, scaling solutions and obtaining concrete results that benefit both companies and employees.
50.1% of companies in Spain are already investing in AI to support the workplace and improve the performance of their employees. Far from seeking a total replacement, companies are betting on synergy and 46.2% are redesigning their Human Resources operating model to achieve optimal collaboration between humans, AI and employees, while 44.1% are already restructuring workflows for this purpose.
The priority areas for the development of AI within Spanish HR departments are time control and attendance (29.6%), payroll management (28.1%) and reporting and data analysis (26.8%), all processes that directly impact employee management.
However, this transformation will have a direct impact on the volume and structure of employee workforces. 44.4% of Spanish employers expect to operate with fewer staff in the coming years due to automation, and 36.2% acknowledge that, instead of hiring more employees, they are increasingly relying on AI to increase productivity.
Is the AI Law deadline postponed for high-risk AI?
The European AI Act came into force on February 2, 2025 and is being implemented gradually. The next milestone is August 2, 2026, when organizations using high-risk AI will be required to meet stricter documentation, risk assessment, transparency and governance requirements, especially in areas that affect employees. However, it has been requested to postpone this deadline until December 2, 2027, although the proposal has not yet been formally approved. To be continued…
44.4% of Spanish employers expect to operate with fewer staff in the coming years due to automation
Spanish employees are demanding in this regard. 63.9% believe that AI systems should be transparent in their decision-making, while 57.5% trust that their company will use it fairly with employees. For their part, 47.5% of companies claim to already have governance policies to guarantee ethical and responsible use of AI in Human Resources and in relationships with employees.
«Today, 47% of European employers already have a policy to use AI ethically in HR. It is a good first step, but organizations must continue to build a solid governance framework with clear rules, well-defined responsibilities and sufficient accountability,” says Carlos Pardo, general director of SD Worx Spain. “Organizations get the most out of AI when they deploy the technology with a clear goal and measurable results in mind. By automating repetitive tasks, employees free up time for higher value-added work. We must invest not only in technology, but also in training and support so that employees and managers use AI with confidence. “Clear communication about how roles are evolving due to AI remains essential for all employees.”
