Global hiring platform Indeed reveals that more than 1 in 2 employers in the UK believe AI and automation will be the primary drivers of workforce skill changes in the coming years, with 52% anticipating at least a modest shift in the capabilities required.

As businesses continue to adopt AI-based solutions, its presence in day-to-day operations is rapidly expanding. In fact, one in six UK companies now uses AI daily to solve business problems, reflecting how embedded the technology has become across sectors. This growing integration is already delivering tangible benefits: Indeed’s AI adoption data finds that 77% of UK workers who regularly use AI report saving at least an hour a day, with many saving three or more.

While there is a clear opportunity to further integrate AI into workflows, Indeed’s Smarter Hiring report finds that time and responsibility for AI upskilling and reskilling are not being clearly allocated. As a result, organisations risk fragmented adoption, limiting returns and preventing AI from being fully embedded into core operations.

Time Constraints Create A Real Barrier For Upskilling

When asked about the biggest challenges to AI upskilling, both employees (33%) and employers (40%) cited time as the primary barrier, followed by the cost of reskilling or upskilling. Existing workloads and daily responsibilities limit employees’ capacity to develop new AI skills, slowing progress across organisations.

Investing in effective AI upskilling is crucial, as it often requires shifting routine tasks and workflows. Employees face a learning curve as they integrate AI into established processes, taking time to understand where it adds value while maintaining quality standards. At the same time, organisations must clarify who is responsible for leading these changes and supporting upskilling efforts.

Determining Responsibility for Employee Upskilling

A disconnect between employers and employees over who is responsible for upskilling is creating challenges for training and technology planning. More than half of jobseekers (56%) feel they are accountable for developing their own skills, while the same proportion of employers (56%) place responsibility with senior leadership.

With almost half of UK employers (48%) advocating on-the-job training, mentorship, or rotational programs to upskill, the lack of clear ownership risks inconsistent AI learning. Employees may feel accountable for using AI effectively, even though senior leaders control the tools and workflows, leaving guidance and direction unclear.

Senior Strategic Advisor at Indeed, Matt Burney, comments: 

“It is clear that employers want to move quickly on AI. However, there is often a gap between ambition and operating reality. Organisations are investing in new systems, yet they do not always allocate meaningful time for adoption or clearly define who is responsible for driving change.

AI upskilling requires space. It is difficult to embed effectively when treated as an add-on to existing workloads. Structured collaboration and protected time are needed to rethink workflows. There is no quick fix. When implementation is layered onto already stretched teams, the impact is rarely acceleration. It is friction.

The real work lies in identifying where AI genuinely drives efficiency, how workflows should evolve, and where its limitations sit. Productivity gains come from redesigning work, not simply introducing tools.”