In 2026, the HR function is becoming increasingly strategic and proactive in supporting ongoing transformations. Above all, it is evolving under the influence of AI. Here are the key figures to know in 2026.
What are the key figures HR professionals should know in 2026? Our experts reviewed the most recent HR reports, studies and barometers to extract the most relevant insights.
Skills transformation: anticipation and specialization
Nearly 40% of the skills required to perform tasks will be disrupted over the next five years, according to employers.
Nearly 80% of employers say that reskilling (acquiring new skills) and upskilling (strengthening existing skills) will be essential to their business strategy.
Source: White Paper “New Economy Skills: Unlocking the Human Advantage”, World Economic Forum, December 2025
In a highly dynamic economic environment, HR professionals must ensure that their organizations have the skills needed to support innovation, resilience and growth.
To do so, they can:
- Map organizational skills
• Plan training programs that anticipate job transformations (training before the need becomes urgent)
• Prioritize the ability to use digital technologies, analyze and interpret data
• Use AI to solve problems or accelerate tasks
72% of employers say that specialized skills influence their willingness to offer higher salaries.
Source: Salary Guide 2026, Robert Half, France
83% of employers say that professionals with specialized skills are paid more than colleagues in the same role who do not have them.
Source: Salary Guide 2026, Robert Half, France
As these figures illustrate, employers are increasingly attentive to specialized skills when making hiring decisions. Specialization is becoming a key factor in salary differentiation, a role that was once largely played by degrees or seniority.
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37% of recruitment leaders in Canada expect an increase in turnover in 2026.
24% of employers expecting higher turnover cite better salaries and benefits elsewhere as key reasons for employees leaving.
Source: HRReporter, “Average cost of turnover in Canada rises to more than $30,000,” February 2026.
The French labor market is stabilizing, with fewer voluntary departures. However, this stabilization may mask silent disengagement or even resignation.
While compensation remains the primary retention factor, other elements are increasingly important to foster long-term engagement and meet employee expectations: recognition, a genuine work-life balance, skills development, flexibility and expanded benefits.
Mental health: in 2026, moving from awareness to prevention
22% of French workers report being in poor mental health in 2026.
47% cite the work environment among the top three factors with the greatest negative impact on their mental health.
Source: Barometer “The mental health of workers in 2026: current state and challenges,” Qualisocial and IPSOS-BVA.
Figures are improving in France and employees’ mental health is showing signs of progress, but the situation remains concerning.
40% of Canadian workers face constant stress, with those under 40 being the most affected.
30% of Canadian workers identify heavy workload as the number one source of stress at work.
Poor mental health results in less engaged employees who place less value on their employer brand. Prevention initiatives are increasing, but unevenly across sectors.
The results are nevertheless striking: in organizations that have implemented a comprehensive prevention plan, employees are 1.3 times more likely to report being in good mental health compared with organizations that have no structured approach. A strong argument for encouraging leadership teams to invest in this lever.
Source: 2025 TELUS Mental Health Barometer, “The state of mental health and wellbeing in Canadian workplaces.”
Artificial intelligence: supporting the transformation
Shadow AI: key figures and risks to consider
49% of employees surveyed use AI tools at work that have not been approved by their employer.
27% of employees have already shared personal data in these AI tools (names, salaries, etc.).
Source: Study conducted by cybersecurity company BlackFog, published in January 2026.
The use of AI in an unapproved and unsecured environment (often referred to as shadow AI) carries risks, particularly related to data confidentiality, compliance and misalignment with internal practices. HR professionals are directly concerned by this phenomenon. AI can be used in an uncontrolled way to prepare job interviews, summarize HR documents containing sensitive information, and more.
HR has a role to play in encouraging AI uses that are useful, secure and aligned with organizational rules. The objective is to support team productivity, especially within HR teams, while ensuring that sensitive data remains within a controlled environment.
A Guide for ethical and secure adoption of AI in HR
DownloadAI adoption: curious employees looking for guidance
71% of French employees, according to HR professionals, are interested in using AI.
43% of French employees have not yet received any information or training on generative AI.
In 33% of French companies, the use of AI is completely unrestricted.
Source: “2026 Barometer: Generative AI transforms HR practices,” Unow.
51% of Canadian adults report using generative AI at work.
83% of Canadian employees want their employer to offer training and development on AI tools.
44% of employees fear their job could be affected if they cannot keep up with the pace of AI-driven change.
Source: “Generative AI Adoption Index 2025, The New Work Order – How Generative AI Is Reshaping Canadian Workplaces,” KPMG.
Both in France and Canada, employees are curious about AI. It sparks interest and encourages them to experiment with it on their own. These figures highlight the importance of supporting this transformation, raising awareness of both the risks and opportunities associated with AI, as well as its impact on jobs and skills.
Investment in HR technologies and AI: accelerating while maintaining control
Corporate spending on recruitment technologies is expected to double globally between 2024 and 2029.
These software solutions cover the entire employee lifecycle: from applicant tracking and candidate relationship management to onboarding and eventually offboarding. Investing in recruitment technologies helps organizations respond to labor shortages and strengthen their attractiveness as employers.
Source: Human Resources & Digital Innovations, Market data and digital spending, 2024–2029, Markess by Exaegis.
66% of companies worldwide cite data as their biggest challenge when deploying AI at scale.
Source: “Towards the intelligent enterprise: moving from isolated AI use cases to intelligent and autonomous workflows,” KPMG.
Governance, accountability and data security are essential prerequisites for deploying AI. In addition, organizations face challenges related to data quality, access restrictions, fragmented storage and system integration. These issues are particularly significant for HR teams when adopting AI.