As artificial intelligence (AI) technology seeps into the workplace, studies show that companies and their employees are largely misaligned on the tools.
Nearly eight in 10 employers want to use artificial intelligence (AI) tools to better help workers understand workplace benefits, according to Prudential’s 2026 Benefits & Beyond Study. Yet only slightly more than half of employees expressed interest in using the technology.
Further, only 24% of workers say they use AI in the workplace today.
The technology has been met with much controversy among workers refusing to use it for fear of becoming obsolete in their roles, or due to social stigma among colleagues—even as companies ramp up their usage of generative AI. A Pew Research Center report found that 52% of workers worry about the future impact of AI usage in the workplace, and 32% believe it’ll disrupt future job opportunities.
Prudential’s report showed that while 71% of employers categorize AI as a positive tool, only 51% of employees agree.
Another paper by the Duke Fuqua School of Business reported that employees see colleagues who use AI as “less competent and lazier,” to the extent that those employing the technology worry how using it could impact their job reputation.
“People anticipate being judged harshly for using AI,” said Jessica A. Reif, a professor at the Duke Fuqua School of Business. “This creates a situation where employees might hide their AI, even when that AI use is beneficial for the organization.”
Others report trust and privacy as their biggest barriers, Prudential reported. Employees were twice as likely than companies to say they simply don’t trust AI, at 25% and 12%, respectively.
Implementing AI into a benefits strategy could minimize the uncertainty, as it could help participants navigate what is already a complex decisionmaking process, said Michael Estep, president of Prudential Group Insurance. “AI can make benefits simpler, more personalized and easier to use, but employees won’t embrace it unless they trust it,” he noted. “That means helping people understand how these tools work, how their data is protected, and how AI can strengthen the human support they still want and need when making important benefits decisions.”
Adoption may also vary on workforce demographic. Forty percent of unionized employees use AI for benefits guidance, compared to 27% of salaried employees and 27% of sole decisionmakers.
Ultimately, employers will need to adopt clear communication strategies and hands-on education to build trust in the technology among participants, and to eventually see strong engagement.
“Many employees still struggle to navigate their benefits options. AI can help simplify that, but they need confidence in the guidance they receive and how their information is handled,” said Scott Roth, vice president and chief technology officer at Prudential Group Insurance. “When that trust is in place, it can drive stronger engagement and better outcomes.”