iHR Australia Editorial Team
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Is artificial intelligence (AI) causing disruption in your organisation? Is redundancy or restructure inevitable? Can expert HR consultancy help?
Short answer: Yes. Yes. And yes.
Artificial intelligence is causing pause in many organisations. In some cases, it is not reducing tasks or roles. In fact, in some instances, it is adding work, particularly for HR teams.
For the purposes of this article, the key question is whether organisations should seek expert support when assessing the impact of AI. This includes determining whether redundancy or restructure is necessary, or whether organisations can better utilise the human resources they already have.
Does AI Always Lead to Redundancy or Restructure?
The introduction of AI does not automatically mean role reduction is inevitable. Organisations should approach this through a holistic workforce planning process.
This may involve:
- Looking at teams differently
- Tapping into new or underutilised skill sets
- Restructuring roles to be more outcome-oriented rather than task-oriented
- Leveraging automation to reduce administrative burden
- Unlocking critical thinking capabilities within employees
Workforce Planning in the Age of AI
Employers of choice are recognising that change is inevitable. The key is how organisations respond.
Rather than defaulting to redundancy, organisations should explore:
- Retraining and upskilling existing employees
- Redeploying internal talent into new or evolving roles
- Recasting team structures to align with AI-driven workflows
Too often, organisations overlook internal talent. Significant investment is already made in training and development, yet external hiring is prioritised over internal capability. With the right development and encouragement, existing employees can often meet evolving business needs.
When Redundancy or Restructure Is Necessary
If redundancy or restructure becomes unavoidable, organisations should engage expert HR consultancy support.
Case law is evolving. The definition of “suitable alternative employment” is expanding, and obligations are being tested more rigorously in the Commission. This is increasingly complex, particularly as employees themselves are leveraging AI tools to challenge decisions.
Consultation obligations are also under greater scrutiny, including:
- When consultation must begin
- The depth and breadth of consultation required
- How organisations demonstrate compliance
Why Expert HR Consultancy Matters
Before moving to workforce reduction, organisations should consider expert support to optimise their existing workforce.
Whether it involves:
- Retraining and workforce redesign
- Managing consultation processes
- Navigating redundancy compliance
- Ensuring alignment with employment law and Fair Work Commission expectations
Engaging experts who regularly operate in this space ensures organisations remain compliant and informed.
If your HR team is not dealing with these challenges regularly, seeking expert advice is not a weakness. It is a strategic advantage. Asking for help should be encouraged, not frowned upon.
iHR Australia Editorial Team
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