{
  "id": 6347422,
  "title": "Should promotion depend on how workers use AI?",
  "url": "https://urgent.news/2026/09/08/should-promotion-depend-on-how-workers-use-ai-6347422",
  "topic": "ai",
  "section": "AI",
  "published": "2026-09-08T23:05:23.000Z",
  "source": {
    "name": "BBC Technology",
    "slug": "bbc-technology",
    "url": "https://www.bbc.co.uk/news/articles/c1j1896e973o?at_medium=RSS&at_campaign=rss"
  },
  "original_language": "en",
  "account": "Duncan Trevithick, a 34-year-old marketing professional at an AI training data company, is skeptical about using AI to boost his job performance. While it may seem like a great incentive, he questions whether he will actually receive two extra days off or a 40% pay increase. Instead, his increased output will become the new standard. Trevithick sees himself managing both human employees and AI agents, and he worries that using AI as a measure for promotions, bonuses, or even terminations is becoming more common. Companies such as Accenture, Disney, Meta, JP Morgan, and KPMG have implemented AI leaderboards to track employees' usage of various AI tools. This trend is driven by the desire for businesses to see returns from their AI investments, especially since 94% of companies have not yet seen significant value from AI. Employees are feeling pressured to embrace AI proficiency due to a tight job market, with 75% of UK job seekers saying they would not be deterred by an organization that required AI skills in performance reviews. Pamela, a US-based senior executive, observes that while there isn't a formal mandate for using AI, it is influencing who gets rewarded and who is left behind. She believes that AI capabilities are now more important than actual experience, creating a two-tier workforce. This shift means that employees who are visible in using AI may face faster promotion timelines and have an easier time fighting for shortlists. However, Tina Chander, a UK-based employment lawyer, confirms that it is legally acceptable for companies to adjust expectations on the basis of employees' AI proficiency. Nevertheless, Chander questions whether this approach is fair, especially when employees who are highly experienced but lack AI fluency might be passed over for those with less experience but excel in using AI tools. Tina Rahman, an HR consultant, advises businesses to provide clear policies, training, and boundaries regarding AI usage to avoid disputes about fairness, performance expectations, and job security. She also notes that leadership's inconsistent and vague approach to AI may cause discontent among employees. Ultimately, some experts warn that mandating AI use at work can become performative rather than having any real positive impact.",
  "summary": "More companies are tying career progression to AI use: is that fair?",
  "key_points": [],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 2,
    "also_reported_by": [
      {
        "outlet": "BBC Business",
        "title": "Should promotion depend on how workers use AI?",
        "url": "https://urgent.news/2026/09/08/should-promotion-depend-on-how-workers-use-ai",
        "published": "2026-09-08T23:05:23.000Z"
      }
    ]
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}