7 Essential Steps to Manage Staff When AI Changes Their Role

1. Communicate early, clearly and honestly

Under Australian employment law (including consultation clauses in Modern Awards and Enterprise Agreements) and New Zealand’s Employment Relations Act, employers must consult with employees before making decisions that affect their work. But legal compliance is the minimum. Good communication means:

• Explaining why AI is being introduced
• Sharing what’s known and what isn’t
• Outlining potential impacts on roles
• Encouraging questions and feedback
• Keeping people updated as the change progresses.

Transparent, two-way communication reduces anxiety and builds trust.

2. Assess the role, not the individual

When AI affects a position, decisions must be based on the role and its duties, not assumptions about a particular person’s capability or willingness to adapt. A fair assessment includes:

• Identifying tasks AI may take over
• Determining which duties remain essential and human-driven
• Mapping gaps between current skills and future needs
• Exploring options to redesign roles.

This structured approach supports fair and defensible decision-making.

3. Prioritise redeployment where possible

Both Australian and New Zealand employment legislation expect employers to consider redeployment before redundancy, especially when technology is the driver of change. Redeployment may involve:

• A new or modified position
• Updated responsibilities
• A trial period (well recognised in NZ case law)
• Support through the transition.

Handled thoughtfully, redeployment preserves valuable knowledge and strengthens organisational resilience.

4. Invest in upskilling and reskilling

AI should free people to do higher-value, more meaningful work. That means equipping them with the skills to thrive in redesigned roles. Options include:

• Micro-credential programs in digital literacy and AI use
• On-the-job learning supported by leaders
• Coaching around confidence, adaptability and communication
• Training on specific AI tools the organisation will use.

People embrace change more readily when they feel prepared and supported.

5. Review employment agreements, policies and WHS obligations

If roles change significantly, employers may need to:

• Update job descriptions
• Vary employment contracts (with genuine agreement)
• Refresh IT, privacy and performance policies
• Reassess WHS obligations, particularly where technology introduces new risks.

Akyra often partners with organisations to ensure all documentation and processes remain compliant and current.

6. Provide human support throughout the transition

Change is emotional. Good support can mean the difference between engagement and resistance. We recommend:

• Regular, meaningful one-on-one conversations
• Clear expectations and timelines
• Access to wellbeing support (EAP or internal resources)
• Peer learning opportunities
• Recognising and celebrating progress.

A human-first approach strengthens culture during change.

7. If redundancy is required, follow a fair and lawful process

Where redeployment isn’t feasible, employers must:

• Follow the relevant Australian or New Zealand redundancy process
• Conduct genuine consultation
• Provide proper notice
• Pay applicable redundancy entitlements
• Support the employee’s transition.

Akyra supports clients through these processes to ensure fairness, clarity and compliance.

AI isn’t about replacing people, it’s about reshaping how work gets done. 

With respectful communication, structured planning, and a strong focus on upskilling, you can help your people grow into the future of work with confidence.