Issue 3

Aug 17–23, 2026 · 60 stories · 6 of them from Hungary

Viewpoint

AI and layoffs: companies cite it, but the data show a more complex picture

Several analyses and articles, including one on Michigan companies, conclude that AI in its current form can replace some tasks but is not yet taking over jobs at scale. Upwork's CEO says the "AI jobs apocalypse" is not happening; the topic drew heavy attention on 17–20 August 2026.

Aug 17, 2026 · 18 sources

Who is affected and how

employee: An AI reference in a layoff rationale should be checked separately against any cost-cutting or restructuring background.
HR professional: In layoff communications, the actual reason the role was eliminated must be documented precisely.
manager: Citing AI as a reason carries legal and reputational risk, so the argument should be backed by data.
SME owner: Workforce planning should rest on the tasks that can actually be automated, not on market sentiment.

survey · United States

Recent US graduates blame AI for a tough job market; economists are not convinced

Many recent US graduates blame AI for the difficulty of finding work, but economists are not sure the two are linked. Reports of 17–18 August 2026 cite aggregate data and the Stanford report.

early-career professionalJob-search difficulty should not be read solely as an AI effect, so it is worth weighing both the degree and sector exposure.job seekerChoosing a sector by AI exposure, and having internship experience, now measurably matter.HR professionalWhen informing candidates, avoid blaming AI where the data does not support it.managerThe effect of an entry-level hiring freeze should be measured from your own data, not from headlines.regulation · United States

State AI hiring rules: compliance obligations in Connecticut, Colorado and New York

Employers in Connecticut and Colorado face new AI hiring compliance requirements, and New York City's Local Law 144 audit requirement is in force. The EEOC also applies the disparate impact doctrine…

HR professionalInventory AI tools against state rules, and provide a bias audit and candidate notice.managerResponsibility for hiring AI falls on the employer, so request audit rights in vendor contracts.SME ownerA company recruiting in several states should map the relevant state rules before using an AI screening tool.case · United States

US lawsuits target AI hiring and layoff tools

Harper v. Sirius XM, Kistler v. Eightfold AI and a suit by Meta employees over an allegedly AI-selected termination highlight the discrimination risks of AI tools. Legal articles also cite the…

HR professionalAudit vendor screening tools and document decisions; pointing to the vendor is not a defence.managerAI-assisted layoff selection should be backed by human review and legal checks.job seekerIf you are rejected by an automated system, ask for the reason for the decision and the option of review.employeeAlgorithmic selection for dismissal can be challenged, so seek legal advice before signing any agreement.survey · United States

Goldman: entry-level and junior white-collar workers most exposed to AI displacement

A Goldman Sachs analysis finds that entry-level, junior white-collar workers are the most vulnerable to AI-driven displacement. Several outlets reported the findings on 19 August 2026.

early-career professionalApplications for junior roles should be backed by distinctive professional evidence, such as projects or a portfolio, that complements AI.job seekerCompetition for entry-level office jobs is likely to be stronger, so it is worth widening the search to a broader range of roles.HR professionalJunior hiring plans and onboarding programmes should be reviewed before entry-level positions are eliminated.managerIf junior roles disappear, a decision is also needed on the future supply of senior staff.

Hungary

skillsHungarian banks and executives: AI knowledge is displacing the degreejob seekerIn your CV, show concrete examples of AI use beyond your degree.early-career professionalAlongside university, try to show a real AI project or internship.HR professionalDefine basic AI proficiency in measurable terms among position requirements.managerAssess your team's AI proficiency in advance and plan training.regulationAI-based performance evaluation: where the employment-law limit liesHR professionalBuild human review and advance notice into AI-based evaluation processes.managerDo not base an evaluation decision solely on an algorithm's output.employeeIf your evaluation is produced with AI, you have the right to be informed and to request human review.SME ownerClarify the employment-law notice obligations before introducing a performance-measurement tool.recruitmentRomania: young job seekers get less feedback from AI recruitmentjob seekerEven with AI screening, personal networking and targeted outreach remain important.early-career professionalBecause feedback is lacking, applications must be sent through several channels at once.HR professionalProviding automated but personalised candidate feedback is a competitive advantage.recruitmentAI interviews: job candidates can now be interviewed at night toojob seekerAn AI-led interview needs separate preparation, because there is no live contact with a recruiter.HR professionalFor interviews not tied to a set time, candidate experience and information provision must be handled separately.survey55% of HR tasks can be automatedHR professionalIt makes sense to give up automatable administrative tasks in favour of advisory work and human relationships.recruitmentCroatian companies must change how they recruit and train managers in the age of AIHR professionalThe recruitment process and manager training must be adapted to AI together.managerManagement training should include handling AI-assisted teamwork.

In brief

skillsAI training: employers have an obligation to build skills, and training plans go stale fastHR professionalReview the AI training plan every quarter and base it on real tasks.managerTraining should not rely on enthusiasm but be embedded in the weekly workflow.employeeAsk for AI training tied to your own tasks.surveyWorkers use AI more than employers support itemployeeFollow company policy on prohibited or unapproved tools, and ask for an approved alternative.HR professionalProvide an AI policy and official tools instead of leaving use hidden.managerMeasure actual use and its effectiveness separately.surveyWorld Bank: India's entry-level white-collar jobs already shrinking due to AIearly-career professionalFor entry-level office jobs, it is worth strengthening judgement and data analysis rather than routine skills.HR professionalExposure and employment structure differ across emerging markets, so plans should be made country by country.regulationAI in HR faces regulatory scrutiny: Polish and EU contextHR professionalTreat recruitment AI used in the EU as high-risk, and ask the vendor for an audit summary.managerPointing to the vendor does not exempt you, so appoint an internal person responsible.SME ownerAsk for compliance documentation in contracts for SaaS recruitment tools.recruitmentPeopleScout: AI is reshaping hiring, but communication gaps undermine candidate experienceHR professionalAt every step of an AI-driven process, candidates should be told their status and the next step.job seekerDespite the lack of information, it is worth seeking contact outside the automated system.surveyLinkedIn: women account for just 26% of AI hires as AI jobs surgeemployeeFor women, moving into AI roles is best supported by targeted training and mentoring.HR professionalThe candidate pipeline for AI positions should also be measured by gender ratio.managerSet a gender-balance target for the composition of AI teams.skillsAI is reshaping the junior-to-senior developer path in software engineeringearly-career professionalOn the junior developer path, showing supervised work supplemented with AI tools can be the way in.HR professionalRedesign mentoring and onboarding programmes if junior tasks become automated.managerTo preserve the senior talent pipeline, deliberately provide junior learning opportunities.skillsIKEA retrained 8,500 workers instead of laying them off; retraining alone is not enough, commentators sayHR professionalRetraining programmes should be tied to specific new roles, not just to courses.managerAs an alternative to layoffs, compare redeployment and retraining on a cost basis.employeeAsk for retraining early, tied to the roles the company is offering.surveyAI puts new pressure on managers; half of CHROs doubt their managers are readymanagerSupport your team's AI use, as it also shapes how employees are perceived.HR professionalLaunch a dedicated programme to prepare managers for AI.employeeIf managers offer no support, ask for clear guidelines on AI use.regulationSingapore's NTUC plans to secure jobs for graduates and older workers in the AI era50+/seniorIt is worth using government and trade union reskilling programmes.early-career professionalProgrammes offered to graduates are worth using in the job search.recruitmentAI screening tools wrongly filter out applicants, creating a trust crisis in recruitmentjob seekerBesides adapting keywords and format to machine screening, it is worth approaching employers directly.HR professionalThe pattern of screened-out rejections should be checked regularly by sampling.managerScreening errors can lose valuable candidates, so human review must not be eliminated.surveyGerman companies expect pay cuts as AI applications spreademployeeWorkers in the German market, and foreign labour, should prepare for downward pressure on pay levels.HR professionalPay strategy should also be planned around tasks that AI can replace.surveyLloyds survey finds AI starting to create jobs in the UKjob seekerAI-related job opportunities are growing in the UK and are worth targeting.HR professionalWorkforce planning should also account for new AI-related roles.regulationChina rules it illegal to fire workers because AI can do their jobs; no Western country has a similar ruleHR professionalAt operations in China, a dismissal that cites AI should be started only after legal review.employeeIn China, a termination that cites AI can be challenged.toolNew AI agents for recruiting and HR from Oracle, Kredily, DigitalHire and HireVueHR professionalBefore deploying agent tools, define decision authority and human oversight.SME ownerFor full-service recruiting and payroll agents, clarify compliance and data handling in the contract.job seekerMore and more steps are handled by AI agents, so it is worth asking how transparent the process is.regulationWorkplace monitoring now covers AI use; Nissan uses AI cameras on staffemployeeIt is worth clarifying what workplace data is tracked and what you may enter into an AI tool.HR professionalMonitoring rules should be documented and communicated in advance.managerMonitoring can erode trust, so it should be applied proportionately.skillsIndia's IT outsourcing industry faces AI reskilling challengeemployeeFor IT outsourcing employees, reskilling may become a condition of keeping their jobs.HR professionalThe reskilling programme has to be planned alongside the hiring freeze.opinionHinton: tech firms are betting on replacing workers more cheaplymanagerIn investment decisions, the choice between replacing human work and complementing it with AI should be made deliberately.surveyAI job growth offsets broader tech pullback in the Bay Area, CBRE report saysjob seekerIn the Bay Area, AI-related tech roles are driving current market growth.HR professionalCompetition for AI talent means pay and recruitment strategy should be reviewed.surveyWorkers fear AI dependency more than job lossemployeeAsking for human review of critical decisions is a reasonable expectation.HR professionalFor AI-assisted decisions, clearly record who the human decision-maker is.managerKeep the final decision with a person.surveyWorkers split on whether junior colleagues should use AIearly-career professionalKnow your company's AI policy before using AI in your work.managerSet clear expectations on juniors' AI use, covering checking and learning.HR professionalBecause of generational differences, communicate the AI policy the same way regardless of age group.agencyGartner: CHRO and CIO to share ownership of AI transformation by 2029HR professionalIt is worth setting up an AI governance structure and a role plan jointly with IT.managerRedesigning how work is organised is a joint HR–IT task.recruitmentMeituan's 2027 campus hiring focuses on AI; Hong Kong announces AI upskillingearly-career professionalIn campus recruitment at large Asian companies, an AI profile is an advantage.job seekerThe Hong Kong upskilling programme is worth checking.regulationUS unions weigh AI automation threat as employers face wave of grievancesemployeeSeek collective-agreement protection against AI rollout through a representative.HR professionalA procedure should be set up for handling grievances over AI deployment.managerTalks with unions should begin before AI is introduced.surveyHalf of young people say AI will replace jobs within five yearsemployeeOffice workers should deliberately build skills that AI can complement.HR professionalInternal communication should address workers' AI-related job fears.surveyGen Z men leave the labor force as AI threatens entry-level hiringearly-career professionalRather than dropping out, young men should consider rejoining the labor market through short courses or apprenticeships.HR professionalTargeted outreach programmes can reach young men who have become economically inactive.researchTU Darmstadt examines how algorithms determine wagesHR professionalTransparency and fairness questions around algorithmic wage-setting should be clarified early.employeeIt is worth asking for the reasoning behind an algorithmic pay decision.agencyBullhorn to acquire Textkernel; Recruitable opens London officeHR professionalWith recruitment agency software consolidating, contracts and data handling should be reviewed again.SME ownerBefore switching between recruitment software products, check whether the data can be moved.}surveyPrivacy concerns slow AI uptake among HR managersHR professionalBefore introducing AI, a data protection impact assessment and data handling rules are needed.caseA Nextdoor HR-csapata havonta egy napot az AI-nak szentelHR professionalA fixed monthly AI learning day could build the team's AI maturity.surveyHR Executive: employees navigate AI disruption in the dark as office-heavy firms cut postingsemployeeAsk your manager directly how your role is expected to change.HR professionalEmployees need clear communication about how roles will change.managerInstead of staying silent, show the team a concrete plan for AI's impact.surveyGlean: AI creates hidden workload for Australian employees, with 6.5 hours a week spent on oversightemployeeTell your manager how much time you spend checking AI so workloads can be planned.HR professionalTrack the AI oversight burden alongside burnout and turnover indicators.regulationEconomist proposes special tax to counter AI's impact on jobsmanagerThe debate over an AI tax may also affect future budget and payroll-cost planning.surveyResume Genius: AI layoffs are eroding trust in employersHR professionalHow a layoff is handled has a lasting effect on the employer brand.employeeAfter a dismissal, it is worth rethinking your career plan and your expectations of employers.caseAI manager at Andon Market fires its first human employeeemployeeUnder algorithmic management, ask for the reasons behind a decision and for a review of it.HR professionalThe legal and ethical framework for AI-led dismissals should be clarified in advance.caseAFL staff member quits after being told she could not opt out of Microsoft CopilotemployeeWhere AI tools are mandatory, seek legal advice based on your employment contract and policy.HR professionalBefore making AI use mandatory, exception handling and communication should be clarified.surveyReport: enterprise AI investment can deliver up to twofold returnsmanagerTie the return on AI investment to how the freed-up time is used.SME ownerFreed-up capacity needs a plan in advance, not just the purchase of tools.

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Issue 3

AI and layoffs: companies cite it, but the data show a more complex picture

Who is affected and how

Recent US graduates blame AI for a tough job market; economists are not convinced

State AI hiring rules: compliance obligations in Connecticut, Colorado and New York

US lawsuits target AI hiring and layoff tools

Goldman: entry-level and junior white-collar workers most exposed to AI displacement

Hungary

More key stories of the week

Global youth unemployment reaches 12.4%, with AI putting entry-level jobs at risk

Apollo economist: for now AI is weighing on pay, not headcount

90% of executives report no AI productivity gain, yet some firms keep cutting jobs

New York bill would require employers to report AI's impact on jobs

Young Americans grow more wary of AI and fear job losses, Pew finds

Axis Intelligence counts 112,713 AI-attributed US job cuts by July 2026 as firms change how they explain layoffs

South Korea: youth employment falls sharply in AI-exposed sectors, Bank of Korea says

Demand for AI skills spreads to non-tech jobs, job postings show

AI skills in cybersecurity job postings double as junior hiring stalls

Apple reportedly cuts more than 200 jobs in Siri and Vision Pro teams amid AI shift

Technostress: AI training can backfire for older workers, and ageism in job hunting

LinkedIn: millennials and Gen Z land fast-growing, well-paid AI jobs

In brief