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If AI is changing your work, start by finding out which tasks, staffing plans and timelines are actually changing—then ask about training or an internal move before making a career decision. If you lose your job, promptly check local income support and contact a public employment service. Exposure to AI does not mean your particular job will disappear, and most workers do not need to become AI engineers.
Will AI take your job?
No broad estimate can predict whether a particular worker will be laid off. Estimates measure exposure or modeled automation risk across groups, not a guaranteed outcome for an individual. The International Labour Organization’s 31 May 2025 review says generative AI is more likely to augment many jobs than cause widespread automation, while emphasizing that effects vary by occupation and by regional and demographic context. Read the ILO review.
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Earlier estimates illustrate why definitions and dates matter. An ILO article published 9 October 2024 reported that 2.3% of employment worldwide—about 75 million jobs—was at high risk of automation from generative AI; for high-income countries, it reported 5.1% of employment, or about 30 million jobs. The same article said women were 2.5 times as exposed to automation risks as men. These are modeled exposure estimates, not forecasts that those people will lose their jobs. See the ILO article and its estimates.
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Repair Windows errors before they cause bigger problemsFix Now →Scan for outdated or missing drivers - takes under a minuteDriver Scan →A separate OECD 2024 paper estimated that about 27% of employment in OECD countries was in occupations at highest risk of automation. That is a different measure from the ILO figures and should not be compared as if both counted the same thing. The OECD paper also reported that four in five workers surveyed said AI improved their work performance, and three in five said it increased their enjoyment of work; those are survey responses, not a guarantee of benefit for every worker. Read the OECD workplace paper.
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If your job is changing and you are still employed
Get specific information before choosing a response
Ask your manager or worker representative which tasks are changing, how performance will be measured, what staffing plans are under consideration, and when changes are expected. If an AI system will evaluate or manage workers, ask how it reaches decisions and how you can correct or challenge an error. OECD guidance on AI in public employment services identifies transparency, explainability, governance, user involvement and evaluation as safeguards; it does not establish a specific workplace right for every worker.
Ask about training, consultation and internal moves
Find out whether your employer will provide paid time to learn, practical training, worker consultation or a route to another role. Redeployment can be a near-term alternative to dismissal. ILO Senior Economist Janine Berg wrote in October 2024 that “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.” Read Berg’s discussion of redeployment and policy options.
Map your skills to real openings
List the parts of your work that rely on judgment, communication, accountability, domain knowledge or coordination, as well as the tasks AI may alter. Then compare those skills with current job postings in your area and adjacent occupations. For many workers, useful preparation may mean basic AI literacy plus skills requested in actual vacancies—not specialized AI engineering. Needs differ by role and location; the OECD’s work on labor-market transitions discusses targeted skills and reemployment support. See the OECD policy-response chapter.
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If you have been laid off or given notice
- Check income support quickly. Contact the public agency responsible for unemployment insurance or other income support where you live. Eligibility, required documents and filing deadlines 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. A service may also explain local benefits and referral programs.
- Compare training by evidence and practical fit. Check whether the course teaches skills requested in local vacancies, its total cost and duration, whether a credential is recognized, what support is available while you study, and whether completion or placement outcomes can be verified. The existence of training does not prove that a particular course will lead to a job.
- Explore adjacent roles as well as retraining. Look at occupations where your existing skills transfer, including sectors with local hiring demand. Care, green and digital work are possibilities to investigate, not guaranteed openings or automatic matches.
- If you are still employed during notice, ask about redeployment. An internal move may be worth exploring before your employment ends.
United States: ask the local workforce board about AI training
In the United States, Department of Labor Training and Employment Guidance Letter 03-25, 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 board what is available and whether you qualify; the guidance does not establish that a particular course is offered or that any individual is eligible. Read the OECD Policy Navigator entry.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.How to choose between support or training options
When comparing more than one route, use the same practical questions for each:
- Demand: Do local employers advertise for these skills, and do they fit your existing experience?
- Cost and time: What will the course cost, how long will it take, and can you manage time away from paid work?
- Income while learning: Is any benefit or other support available during training, and what are its conditions?
- Credential and outcomes: Is the credential recognized by relevant employers? Can completion or placement claims be independently checked?
- Realistic destination: Does this option connect to an internal move, an adjacent occupation or a plausible new role?
- Access and support: Can you participate given the schedule, location, language, accessibility, digital access and learner support?
- Employer safeguards: If the option is part of an AI rollout at work, is there consultation, training, clear evaluation and a way to contest inaccurate decisions?
These questions help surface trade-offs; they do not rank providers or guarantee that training will produce employment. 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. Read the OECD Recommendation, revised 3 May 2024.
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