Compliance-heavy tasks like contracts and award interpretation still need people, say HR experts
Employers who rely on generative artificial intelligence (AI) to draft employment contracts or interpret awards are taking on risk they cannot hand back to the machine, HR leaders on both sides of the Tasman warn.
Australia’s workplace tribunal now takes the same view. New Fair Work Commission rules on the use of generative artificial intelligence (GenAI) took effect on 20 October 2026, placing fresh disclosure and verification obligations on employers, employees and the HR teams that represent them.
The pressure on the Commission is significant. AI-assisted Fair Work applications are surging, with signs of AI use reported in 50–75% of matters and lodgements rising by more than 40% in three years, which the Fair Work Commission has linked closely to the emergence of generative AI.
For HR leaders, the question is no longer whether to use AI, but where human judgement has to take over.
Mollie Eckersley, associate director of operations, ANZ, at BrightHR Australia, says the dividing line comes down to risk.
“I think it’s best used on tasks that are generally low risk. So your admin tasks that are also reversible,” she said, pointing to summarising lengthy information, structuring meeting notes and drafting first versions of company-wide communications.
“Where I don’t think we should be relying on AI [is] when it comes to the...
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