More than one-third of Canadian employers believe artificial intelligence will boost productivity, according to a new international survey that shows workplace technology adoption accelerating worldwide.
The International Bar Association’s Global Employment Institute released its 13th annual report Friday, drawing on research from lawyers in 53 countries. The Canadian findings reveal 36 per cent of employers expect AI to improve productivity, while 71 per cent of Canadian employees express a desire for new roles.
The job mobility trend continues patterns like the “Great Resignation” and “Quiet Quitting” that emerged during the pandemic as workers reassess their careers and priorities.
The global study shows artificial intelligence has become widespread in workplaces internationally, with adoption rates varying by region. In Latvia, 42 per cent of employers have integrated AI into their operations, while 35 per cent of Luxembourg employers use external AI systems.
However, the technology brings challenges alongside opportunities. Job displacement concerns and ethical issues have emerged as key workplace considerations as companies integrate AI systems.
“This year’s report highlights how AI is further reshaping workplaces, improving efficiency and decision-making, while also introducing challenges like job displacement and ethical concerns,” said Björn Otto, a council member with the institute and partner at international law firm CMS in Cologne, Germany.
Mental health concerns rise globally
Rising absenteeism due to stress and mental health issues has prompted employers worldwide, including in Canada, to implement support programs. Companies now offer psychological support, mental health leave, flexible work arrangements and additional paid time off to maintain workplace culture and efficiency.
Despite growing awareness of mental health importance, many countries surveyed show limited legal progress in this area.
Return to office continues
The survey found a clear trend toward returning to physical workplaces, contrasting with previous years when remote work dominated discussions. Alternative work arrangements continue to evolve based on cultural, economic and organizational priorities.
Economic interests remain a primary focus for employers as they navigate post-pandemic workplace changes.
Global workforce patterns vary
While Canadian workers show high job mobility, other regions display different patterns. Lithuania, Pakistan, Russia, Sweden and Ukraine show greater workforce stability, with committed staff remaining in their positions.
China faces unique age-related employment challenges, with 87 per cent of surveyed programmers worried about job security after age 35. Many job postings restrict applications to workers under 35, creating skills imbalances across Chinese workforces.
In the United Kingdom, 41 per cent of employers acknowledge AI’s potential benefits, similar to Canadian sentiment.
Global conflicts impact workplaces
The Russia-Ukraine war and the renewed Israel-Palestine conflict have significantly affected labour markets beyond the immediate regions. These conflicts created psychological stress for employees with ties to affected areas and generated workplace tensions as differing opinions surfaced.
The wars also disrupted migration patterns as people fled their homelands.
“Recent geopolitical events have a profound impact on workplace policies not just in the United States, but all across the globe,” said Todd Solomon, an advisory board member with the institute and partner at McDermott Will & Emery in Chicago.
Key regulatory developments
The report highlights several areas requiring legal attention:
Retirement and parental leave changes Many countries are raising retirement ages as government pension thresholds increase. France implemented pension reforms in 2023, now including parental leave in retirement benefit calculations. Italy allows employed parents to take two additional months of leave at 80 per cent pay.
Human rights protection Workplace policies increasingly align with human rights standards. Singapore’s new Workplace Fairness Act protects staff from discrimination, while South Korea strengthened personal rights through Civil Act amendments.
Data protection requirements Spain’s Data Protection Agency issued guidance on biometric data use for time tracking. Companies reviewing digital device policies must now include employee representatives in decision-making processes.
The report covers employment law developments affecting lawyers, HR professionals and business leaders navigating evolving workplace regulations and technological changes.
