If AI changes or threatens your job, start by finding out which tasks and staffing plans are actually changing, then ask about training or a move to another role. If you lose your job, check income-support eligibility and contact your public employment service promptly. Exposure to AI is not a prediction that your particular job will disappear: the International Labour Organization says generative AI is more likely to augment many jobs than automate them outright, although the effects vary by occupation and region.
Will AI take your job?
No general estimate can tell you whether your individual job will be eliminated. The ILO’s 31 May 2025 review says generative AI is more likely to augment many jobs than cause widespread automation, while emphasizing that effects differ across occupations and demographic and regional contexts. [ILO, “Artificial intelligence adoption and its impact on jobs”]
Exposure estimates describe groups of jobs, not a guaranteed outcome for a worker. An ILO article published in 2024 estimated that 2.3% of employment—75 million jobs—was at high risk of automation from generative AI; it estimated 5.1% of employment, or 30 million jobs, at high risk in high-income countries. The same article reported women as 2.5 times as exposed to automation risks as men. These are modeled estimates and the article frames them as exposure, not certain job loss. [ILO, “Generative AI likely to augment, not destroy, jobs”]
A separate OECD 2024 paper estimated that about 27% of employment in OECD countries was in occupations at the highest risk of automation. That is a different measure from the ILO estimates and should not be combined with them. The OECD paper also reported survey findings that four in five workers said AI improved their performance at work and three in five said it increased their enjoyment of work; these are reported responses, not universal effects. [OECD, “Using AI in the workplace: Opportunities, risks and policy responses”]
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If your job is changing and you are still employed
Get specifics before choosing training
Ask your manager or worker representative which tasks are changing, how performance will be measured, whether staffing plans are affected, and on what timeline. Specifics help you distinguish a change in the tools you use from a change in the number or type of roles the employer needs.
- Ask what training the employer will provide, whether you will have paid time to learn, and whether workers will be consulted as systems are introduced.
- Ask whether an internal move is possible, including into work that relies on judgment, accountability, or other skills the organization still needs. ILO Senior Economist Janine Berg identifies redeployment within the same organization as a more feasible near-term option for workers at risk of technological unemployment: “Another option – that is more feasible in the short-run – is to redeploy those staff at risk of technological unemployment to other jobs within the same organization.” [ILO, “Minimizing the negative effects of AI-induced technological unemployment,” 9 October 2024]
- List skills you use in your current work and compare them with requirements in actual local job postings. Most workers exposed to AI do not need to become AI engineers; basic AI literacy or role-specific skills may be more relevant, depending on vacancies and your occupation. [OECD, “Artificial Intelligence and the Labour Market in Korea”]
Ask how AI-related decisions can be questioned
If AI is used to evaluate or manage workers, ask how its output affects decisions, who reviews it, and how you can challenge an error. The OECD discusses transparency, explainability, governance, user involvement, and evaluation as safeguards for AI in public employment services. That policy context does not by itself establish a particular workplace right in your jurisdiction. [OECD, “Artificial Intelligence and the Labour Market in Korea”]
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If you have been laid off or given notice
- Check income support promptly. Contact the relevant public agency about unemployment insurance and any other support you may qualify for. Eligibility, application deadlines, and benefit rules depend on your location and circumstances.
- Contact a public employment service. Ask for career guidance, a skills assessment, training options, and help matching your experience to current openings. If you are still employed during a notice period, also ask whether your employer can redeploy you internally.
- Choose training against real openings. Compare a course’s skills with those requested in local vacancies, its total cost and time, the value and recognition of any credential, support available while you train, and the jobs it could realistically lead to. Evidence that training and reemployment services matter is not proof that any particular course will get you hired.
- Look at adjacent occupations as well as entirely new ones. A role that uses some of your existing skills may be a more practical transition than starting from scratch. Demand and suitability vary locally; no sector is automatically available or right for every worker.
United States: ask about local workforce-board options
In the United States, a Department of Labor guidance letter issued in August 2025 encourages local workforce boards to use WIOA Title I Youth, Adult, and Dislocated Worker funds for AI literacy and skills training. The OECD Policy Navigator describes the guidance as non-prescriptive, leaving flexibility to local boards. Ask your local workforce board what is available and whether you qualify; the guidance does not establish that a particular course is offered or that you are eligible. [OECD.AI Policy Navigator, “DOL AI Workforce Guidance (TEGL 03-25),” updated 3 June 2026]
How to compare training and transition options
When you have more than one realistic option, use the same questions to compare them. This is a practical checklist, not a ranking of providers.
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- Demand and fit: Do local employers request the skills, and do they build on your transferable experience?
- Cost and time: What are the full costs and time away from paid work? Can you access income support while training?
- Credibility and outcomes: Is the credential recognized by employers? Can you independently check completion or placement outcomes?
- Route to work: Does the option connect to a plausible internal move, adjacent role, or new occupation?
- Access and support: Do the schedule, location, language, digital access, and learner support work for you?
- Employer AI plans: If the option concerns AI at your current workplace, is there worker consultation, training, clear evaluation, and a route to challenge errors?
What workers should be able to expect from transition policy
Workers’ options depend partly on where they live and on the support available there. The OECD’s AI Recommendation says governments should support a fair transition through training across working life, social protection for affected workers, and access to new labor-market opportunities. It is an official policy instrument, revised 3 May 2024—not a guarantee of a specific benefit or program for an individual. [OECD, Recommendation of the Council on Artificial Intelligence]
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