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If AI changes or threatens your job, first find out which tasks and staffing plans are actually changing; exposure to AI does not mean your job is certain to disappear. While you are still employed, ask about training and internal roles. If you are laid off or given notice, promptly check local income support and contact a public employment service. Choose training for skills employers are seeking—not an AI course simply because it is labeled AI.
Will AI take your job?
No estimate can tell an individual worker whether their particular job will disappear. 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 demographic and regional context. Read the ILO review.
Exposure estimates describe the potential for tasks or jobs to be affected; they are not predictions of certain layoffs. For example, an ILO article published in October 2024 estimated that 2.3% of global employment—75 million jobs—was at high risk of automation from generative AI. It estimated the share at 5.1%, or 30 million jobs, in high-income countries. The article also said women were 2.5 times as exposed to automation risks as men. These are modeled estimates reported by the ILO, not forecasts about an individual worker. See the ILO article and its estimates.
A separate OECD workplace paper reported that about 27% of employment in OECD countries was in occupations at the highest risk of automation. That is a different measure from the ILO figures and should not be combined with them. The OECD paper also reported that four in five surveyed workers said AI improved their performance at work, while three in five said it increased their enjoyment of work; those survey responses do not establish that every worker will experience the same benefits. Read the OECD workplace paper.
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If your job is changing and you are still employed
Get specific information before choosing training
Ask your manager or worker representative which tasks are changing, how performance will be measured, whether staffing plans or timelines have changed, and what consultation is available. This can help distinguish a new tool or workflow from a change that puts your role at risk.
Ask about support and internal moves
Ask whether your employer will provide training and time to learn, and whether there are roles where your experience can be used. ILO Senior Economist Janine Berg identifies redeployment within the same organization as a more feasible short-term option for employees at risk of technological unemployment: “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 ILO article.
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Match your skills to actual work
List the skills you use—including domain knowledge, communication, judgment, and responsibility for decisions—and compare them with current local job postings and internal vacancies. Most workers affected by AI do not need specialized AI-engineering skills; basic AI literacy or skills for an adjacent occupation may be more relevant. What matters depends on the work available where you live. The OECD’s discussion of labor-market transitions emphasizes targeted skills and reemployment support, not a guarantee that a particular course will lead to a job. Read the OECD policy-response chapter.
Ask how AI decisions can be checked
If AI is used to assess or manage your work, ask what information it uses, how its decisions are reviewed, and how to challenge an error. The OECD describes transparency, explainability, governance, user involvement, and evaluation as safeguards for AI in public employment services. That provides useful context, but does not establish a specific workplace right in every country.
If you have been laid off or given notice
- Check income support promptly. Contact the relevant public agency about unemployment insurance and other support. Eligibility and filing deadlines depend on your location and circumstances.
- Contact a public employment service or workforce board. Ask about career guidance, skills assessments, training options, and matching with current openings. These services can help you compare a transition with actual local opportunities.
- Evaluate training against concrete outcomes. Check whether local vacancies request the skills taught, the full cost and time commitment, whether the credential is recognized, what support is available while studying, and what employment options graduates can pursue. The evidence supports targeted training and reemployment services, but does not establish that any specific course works.
- Look at adjacent roles as well as a complete career change. Your existing experience may transfer to another occupation or sector, but availability and suitability depend on local demand and your circumstances.
- If you are still employed during notice, ask about redeployment. An internal move may be a practical option while your employment remains active.
United States: ask about local workforce-board 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 and says local boards retain flexibility. Ask your local board what is available and whether you qualify; the guidance does not mean a particular course is offered or that you are eligible. See the OECD Policy Navigator entry.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.How to compare training or transition options
When you have more than one realistic option, compare them against the same practical criteria rather than relying on an “AI-ready” label.
- Demand and fit: Does the training match skills requested in local job postings, and build on what you already know?
- Cost and time: What is the total cost, how much time will it take, and can you maintain income while participating?
- Credential and outcomes: Is the credential recognized by employers? Can you independently verify completion, placement, or other outcome information?
- Path to work: Does the option lead to an internal move, an adjacent role, or a realistic new occupation?
- Access and support: Are schedule, location, language, digital access, and learner support workable for you?
- Employer AI practices: If evaluating a workplace change, is there worker consultation, training, clarity about evaluation, and a way to question erroneous decisions?
These criteria reflect the importance of targeted skills, income protection, consultation, and trustworthy AI. They are a way to make a decision, not a ranking of training providers. 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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