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If an AI tool has made your job faster in theory but heavier in practice, raise the issue through a channel that can change the work: your supervisor, HR, a health-and-safety representative, a union or other worker representative, or a formal grievance process. Describe the change with evidence— which tasks changed, what the system now requires, how pace, hours, breaks, support or safety are affected, and what adjustment or review you want.
Ask for a documented response and human review where an automated system affects an employment decision. If the internal route is unsafe, inaccessible or ineffective, seek advice from a representative or the relevant labor, workplace-safety or privacy authority. The correct process and legal protections depend on your country and the type of problem.
What counts as an AI-related workload concern?
A concern is strongest when it identifies a measurable change in work, rather than objecting to AI in general. The change might be a higher target, a new monitoring score, more checking of machine output, fewer recovery periods, or complex work left after routine tasks are automated.
Record the work that changed
- Name the system or feature and the date it was introduced or changed.
- List the tasks it assigns, measures, predicts or automates.
- Compare the old and new process: time per task, queue size, targets, overtime, missed breaks and required availability.
- Note errors, rework, training gaps, inaccessible interfaces and any work you must perform outside the system to make its output usable.
Connect the change to a risk
Safe Work Australia identifies AI and digital-technology risks such as systems that set a pace without enough time, poorly designed or outdated technology that increases workload, and automation that leaves workers with more complex or cognitively demanding tasks. Explain the effect on fatigue, concentration, physical or mental health, quality, privacy or safety. A dated log, rota, screenshots of targets and examples of rework can make the pattern easier to assess.
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Which workplace channel should I use first?
Start with the person or body that can change the system or the conditions around it. There is no universal best channel: choose according to the issue, your confidence in confidentiality and the response you need.
| Channel | Best fit | What to request |
|---|---|---|
| Supervisor or team lead | Immediate workload, targets, scheduling, training or process problems | A review of workload data, temporary adjustments and a follow-up date |
| HR or formal grievance route | Repeated problems, unresolved complaints, inconsistent treatment or retaliation concerns | A written case record, investigator or decision-maker, and an outcome in writing |
| Health-and-safety representative or committee | Unsafe pace, fatigue, stress, physical hazards or inadequate risk controls | A hazard assessment, worker consultation and controls that are monitored |
| Union or other worker representative | Collective effects, bargaining issues, disciplinary consequences or an unsafe internal route | Advice on rights, representation in meetings and escalation options |
| Privacy or data-protection contact | Monitoring, profiling, personal-data use or an automated decision about you | What data and logic are used, human review and a way to correct inaccurate data |
Safe Work Australia says employers should identify hazards, assess risks, control them and monitor those controls in consultation with workers and their representatives. Its guidance notes that “Workers often have a good idea of what would control the risks for them.” That supports asking to participate in the review, not merely reporting a problem and leaving the solution to management.
How do I tell my manager that AI has increased my workload?
Use a short, factual message that separates the tool from its consequences. State the requested action so the conversation can produce a decision.
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- Describe the before-and-after process. For example, explain that an automated triage tool now assigns cases, but you must check every suggestion, correct errors and document exceptions.
- Give a representative measure. Use a normal week or a defined sample: additional minutes per case, increased queue, extra hours, missed breaks or a new error rate. Do not present an isolated incident as a general trend.
- Explain the impact. Link the change to fatigue, stress, quality, safety, customer harm or inability to complete other duties.
- Ask for specific controls. Possible requests include a lower target while the tool is evaluated, protected time for verification, staffing, training, a pause on automated scoring, or a manual alternative.
- Set a response point. Ask who will review the issue, what information they need and when you will receive an answer. Keep the message and the reply.
A practical message structure
You can adapt this wording without making a legal conclusion:
Subject: Workload and safety review for [AI system]
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“Since [date], [system] has changed [tasks]. In [time period], I handled [work sample] and spent about [time] checking, correcting or documenting its output. The result is [specific effect on pace, hours, breaks, quality or safety]. Please review the workload and risk controls with affected workers. I am asking for [adjustment or control], confirmation of who will assess it, and a written response by [date].”
Keep any variable text in your own records; do not include confidential customer or patient information in an email unless your workplace instructs you to use an approved channel.
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What should I do if the concern involves health or safety?
Use the health-and-safety route when the problem is an unsafe pace, fatigue, stress, physical strain or a system that prevents safe work. Frame the issue as a hazard and control question, not only as dissatisfaction with a new technology.
Ask for a risk review
- Identify the hazard: for example, a target that leaves no time for a required safety check.
- Describe who may be exposed, how often and under what conditions.
- Suggest a control: realistic pacing, staffing, rest periods, training, a manual fallback or a change to the system.
- Ask how the control will be monitored and when it will be reviewed.
Worker input matters because the people using the system can see workarounds and hidden time costs. In the United Kingdom, the Health and Safety Executive’s Management Standards treat demands such as workload as a management issue and say “systems are in place locally to respond to any individual concerns.” This is UK guidance, not a universal legal rule; use your employer’s safety procedure and local law.
Can I challenge an AI decision about my work?
Possibly, but the route depends on what the decision is, how automated it is and where you work. A workload complaint and a decision about discipline, pay, scheduling or promotion may require different contacts.
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Ask for human intervention
State that you want a person to review the decision and the underlying information. Ask what data were used, whether the result was fully automated or supported by a manager, how errors can be corrected and whether work can continue while the review is pending. Keep the request focused on the specific decision rather than demanding a complete disclosure of proprietary software.
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If monitoring or profiling is involved, contact your privacy or data-protection officer as well as the employment channel. The UK Information Commissioner’s Office says that, for relevant solely automated decisions based on worker monitoring, organizations should inform workers and provide simple ways to request human intervention or challenge a decision. The ICO also warns that this guidance is under review after changes made by the Data (Use and Access) Act, so UK workers should verify the current guidance before relying on it. It is not a general guarantee that every AI-assisted workplace decision can be challenged under identical rules.
Consider discrimination or retaliation separately
If the system produces different effects for a protected group, or if your hours, duties or treatment change after you complain, tell HR, a union or the relevant equality or labor authority. Preserve the original policy, messages and decision records. Do not assume that an algorithmic label proves discrimination; show the comparison, the treatment of people in similar roles and the practical consequence.
What if my manager dismisses the complaint?
Escalate in stages while keeping a clear record. A refusal to act, an unexplained target or a missed response date is itself useful context for the next reviewer.
- Send a concise follow-up that lists the original concern, evidence supplied and the response you are asking for.
- Use the next internal channel—HR, a safety committee, an ethics contact or a formal grievance process—according to your policy.
- Bring a representative to meetings where local rules or workplace policy allow it, and ask for meeting notes or provide your own factual summary.
- If the issue affects several people, ask whether worker consultation or a collective review will occur.
- Seek external advice before a deadline expires, especially if there is a disciplinary action, dismissal, injury, health crisis or possible unlawful data use.
Do not secretly copy restricted personal data or customer records to a personal account. Store a chronology, public policies, your own schedules and communications in a way that follows workplace confidentiality rules.
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Where can employees get outside advice?
External help is jurisdiction-specific. A representative can help identify the right authority and protect you from choosing a process that cannot decide your issue.
Australia
Safe Work Australia’s AI and digital-technology guidance supports hazard identification, risk assessment, controls and consultation. For workplace entitlements and obligations, the Fair Work Ombudsman recommends using its own or other trusted sources and gives unions and employer associations as examples. Its advice cautions against relying solely on AI for workplace rights. The appropriate state or territory safety regulator may depend on where you work.
United Kingdom
The HSE Management Standards provide a framework for work-related stress, including demands and local responses to individual concerns. For monitoring and solely automated decisions, consult current Information Commissioner’s Office guidance because the relevant page says it is under review following legislative changes. A union, safety representative or employment adviser can help distinguish a safety complaint from a data-protection or employment claim.
Singapore
Singapore’s Ministry of Manpower has said its AI survey is conducted quarterly to understand effects on workload and working hours. It also says voluntary iWorkHealth data are not sufficiently representative to assess Singapore-wide effects. That distinction matters: a survey plan does not replace an individual complaint route, and a voluntary tool’s results should not be treated as a national estimate.
Other locations
Look for the labor ministry, workplace-safety regulator, data-protection authority, union or employee-assistance service that covers your location. Ask whether the service accepts confidential inquiries, what deadlines apply and whether it can investigate, mediate, inspect or only provide information. Legal protections for reporting and retaliation vary.
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How common are governance concerns about algorithmic management?
OECD survey data published in 2025 show why a worker’s concern can be legitimate without proving that every AI system is unsafe. Among managers using algorithmic-management tools, nearly two-thirds reported at least one concern. Twenty-eight percent reported unclear accountability when a decision was wrong, 27% said they could not follow the logic of algorithmic decisions or recommendations, and 27% reported inadequate protection of workers’ physical and mental health.
The same survey found that nearly 90% of those managers said their firms had at least one governance measure, such as risk assessments, audits, guidelines, complaint channels or worker consultation, and almost two-thirds reported worker consultation. These are manager reports from the countries and sample covered by the OECD study, not a prevalence estimate for all workers. They also show that a policy or channel exists, not that it is accessible, independent or effective.
How can employees make a complaint accessible and safe?
Ask for a channel that matches your circumstances. The Australian National AI Centre recommends processes through which affected people can give feedback, ask questions, challenge decisions and request remediation, while accounting for accessibility and different levels of familiarity with AI. Its guidance says, “Establishing processes for people affected by AI systems to give feedback, ask questions, and challenge decisions easily and safely can ensure issues are identified and resolved.”
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- Ask for an interpreter, accessible format, support person or alternative submission method when needed.
- Clarify who can see your complaint and what protections apply to retaliation.
- Ask for a case number, response deadline and escalation contact.
- If speaking directly could create risk, use a representative, confidential hotline or formal written route where available.
A well-written complaint does not guarantee a particular outcome. It creates a traceable request for review, gives the employer information needed to assess controls and helps an adviser or regulator understand what happened.
Frequently Asked Questions
Should I refuse to use an AI tool that feels unsafe?
Do not make a blanket refusal without checking your workplace safety procedure, contract and local law. Report the specific hazard immediately, ask for a safe alternative or temporary control, and seek a safety representative or union adviser if continuing the task could cause imminent harm.
What evidence is useful if the AI system changes my performance score?
Keep copies of score notices, target changes, relevant work samples, correction time and messages explaining how the score is calculated. Record comparable cases where the system was wrong, but remove customer or colleague details that you are not authorized to retain.
Can my employer require me to disclose that I used an AI assistant to prepare a complaint?
Workplace policies may regulate external or generative AI use, especially where confidential information is involved. Prepare the complaint with approved tools, disclose use if policy requires it, and never paste protected workplace data into a public service.
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Ask a union, worker representative or safety committee about a collective submission. A shared timeline and anonymized examples can show a systemic issue while reducing the need for each person to repeat sensitive details.
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