Most workers use AI weekly, but employers struggle to keep up with oversight
More than 70% of employees are using artificial intelligence tools every week, with up to one-third doing so without IT oversight. This rise of "shadow AI" is forcing employers to establish clearer governance rules before usage accelerates further.
The findings come from Lenovo's Work Reborn Research Series 2026, which surveyed 6,000 full-time employees at organizations with at least 1,000 workers across 12 countries in December 2025 and January 2026.
AI is already routine work
AI adoption has moved beyond the pilot phase. About 8% of employees use AI multiple times daily, 22% use it a few times daily, 15% use it once daily, and 25% use it a few times weekly. Only 1% never use AI for work.
Demand will only grow. Eighty percent of employees expect their AI use to increase over the next year, with 39% expecting that increase to be significant.
"AI adoption is no longer the challenge. Execution is," said Rakshit Ghura, vice president and general manager of digital workplace solutions at Lenovo. "Usage is growing faster than organizations can control or secure it."
A two-tier workforce emerges
Many employees say their employers are not keeping pace. About 31% of AI users said their employer provides no training on AI use, while 22% said their employer provides no approved AI tools.
Between one-fifth and one-third of workers are using AI outside IT governance and oversight. This creates a two-tier system where some employees have access to approved tools and oversight while others rely on public platforms or unauthorized systems to stay productive.
The fragmented approach delays return on investment, creates duplicate spending on overlapping tools, increases security risks, and makes it harder to determine which AI initiatives should expand companywide.
Workers want AI to handle routine tasks
Employees remain largely optimistic about AI's workplace role. About 71% said AI improves productivity, 72% said it improves work quality, and 73% said it improves creativity.
Workers consistently ask for AI to reduce repetitive administrative work. Seventy-nine percent said they would enjoy their jobs more if they could focus on work that matters rather than routine tasks.
Yet only 24% use AI daily to automate administrative work. Employees are more likely to use AI for generating ideas, analyzing data, summarizing meetings, conducting research, and drafting written materials.
Trust and training gaps persist
About 23% of employees do not believe employer-provided AI tools always produce reliable information. Seventeen percent said they do not believe their privacy and personal data are protected when using those systems.
Training compounds the problem. Among employees who receive AI training, 51% said it is not regular or ongoing, while 42% said it is not effective. Half of all employees said better training would help them gain more value from AI at work.
Security concerns outpace confidence
Sixty-one percent of IT leaders said AI is increasing cybersecurity risks, yet only 31% feel confident managing those threats.
Forty-three percent of employees are highly concerned about cybercriminals using AI to launch attacks or workers accidentally leaking sensitive company data through public AI systems. Another 40% are concerned about AI-driven phishing attempts such as deepfake videos or fraudulent emails.
Seventy-four percent said better cybersecurity training on AI-related risks would help them feel more secure. Seventy-three percent said they would feel reassured knowing their company's cybersecurity teams are using AI to address those threats.
What HR leaders should do
Organizations need three things before employee AI use accelerates further: clearer governance rules, stronger training programs, and tighter IT oversight. AI for Human Resources resources can help HR teams understand adoption patterns and design effective training. For HR executives, an AI Learning Path for CHROs addresses workforce analytics and talent management strategy.
The gap between what employees want and what employers provide is widening. Closing it requires deliberate action now, not after usage spreads further.
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