A new survey of Canadian hiring managers shows that 82 percent believe artificial intelligence will never replace human employees, highlighting a strong industry preference for human judgment in critical workplace decisions. The findings offer a direct counterpoint to widespread employee anxiety that automation will lead to mass layoffs.
Human judgment in critical HR functions
The Express Employment Professionals-Harris Poll surveyed 504 Canadian hiring managers and 502 adults in November 2025. Both groups strongly support keeping people involved in situations where judgment, trust and direct interaction matter most. Among hiring managers, 76 percent said humans must manage crisis situations, while 75 percent required human handling of employee disputes.
Performance reviews (71 percent) and layoff decisions (70 percent) also ranked high on the list of tasks that require a human touch. Job seekers closely echoed these views, with 74 percent demanding human involvement in crises and 70 percent for dispute resolution.
Employee anxiety persists
Despite management assurances, workers remain highly concerned about the staffing consequences of automation. Seventy-five percent of job seekers at companies currently using AI fear the technology will lead to workforce reductions. This anxiety exists even though only 13 percent of Canadians have used autonomous AI systems in the past six months, according to a separate report by EY.
Balancing tools and human roles
Bob Funk Jr., CEO of Express Employment International, said the results show a clear understanding of AI as a collaborative tool. "AI can improve efficiency, boost productivity and take routine tasks off employees' plates so they can focus on other priorities, but that does not mean it should stand in for people," Funk said. "When the situation is sensitive or the outcome affects someone's job, career or future, human involvement still matters."
Many HR departments are updating their operational strategies to reflect these human-first expectations, often incorporating structured programs like the AI Learning Path for HR Managers. This structured approach helps teams integrate new technologies without compromising the human element that employees demand.
Why this matters for Human Resources professionals
The data provides a clear mandate for HR leaders designing their automation strategies. You can deploy AI to handle routine administrative tasks and initial application screenings, but you must keep humans in the loop for sensitive employee relations, performance management and termination decisions. Positioning AI as a support tool rather than a replacement will directly address the 75 percent of your workforce that fears for their jobs.
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