Industry-level AI impact analysis — understand how AI is reshaping your workforce and what to do about it.
Select an industry to see its AI exposure profile, affected occupations, and recommended strategies.
| Industry | AI Exposure | Displacement Risk | Augmentation Potential | Key Occupations Affected |
|---|---|---|---|---|
| Loading industry data... | ||||
Enter your workforce composition to see aggregate AI exposure, top at-risk roles, and scenario-weighted displacement. Data is not stored — your input stays in your browser.
This tool resolves each job title to its closest O*NET occupation using our 3-tier search (alias, embedding, fuzzy). AI exposure scores are blended from three published studies (Felten 2023, Eloundou 2023, Eisfeldt 2024). Aggregate exposure is headcount-weighted. Scenario-weighted displacement applies Accelerated (40%), Gradual (35%) and Augmentation (25%) probability weights. This is an estimate based on occupation-level scores — actual workforce impact depends on tasks, tools, and organizational strategy. Your input is not stored or transmitted beyond this request.
Benchmark your workforce AI exposure against industry averages. Select one or more industries to see how you stack up.
Use our Career page to look up the AI exposure scores of your key occupations. High-exposure roles require proactive planning.
Check occupation exposure →Track labor-market stress in your operating regions. Rising stress signals may indicate AI-driven displacement in your industry.
View local data →Identify roles at risk and develop reskilling pathways. Augmentation-focused strategies (AI as tool) outperform replacement-focused ones.
Read the research →Our scores blend multiple published AI-exposure studies. Understand how they work before making workforce decisions.
Read methodology →Statutory content last reviewed 31 Jul 2026. Federal thresholds as of that date; state mini-WARN provisions change frequently.
The federal Worker Adjustment and Retraining Notification (WARN) Act requires employers with 100 or more full-time employees to provide 60 days' advance notice of plant closings and mass layoffs (50+ employees at a single site). State mini-WARN laws in NY, NJ, IL, CA, and MA may impose stricter notice periods and lower employee thresholds.
Reviewed 31 Jul 2026. Sources: DOL WARN Act Compliance Guide (29 CFR 639), state DOL mini-WARN statutes. The 100-employee threshold and 60-day notice period are federal minimums; state laws vary. This is a planning overview, not a legal determination of applicability.
The Age Discrimination in Employment Act (ADEA) protects workers 40+. The Older Workers Benefit Protection Act (OWBPA) sets requirements for waivers of ADEA claims in separation agreements. A workforce reduction that disproportionately affects older workers can trigger disparate impact scrutiny, even if the selection criteria appear neutral.
Reviewed 31 Jul 2026. Sources: EEOC ADEA enforcement guidance, OWBPA (29 U.S.C. § 626(f)). The 4/5ths rule (80% rule) from the EEOC Uniform Guidelines on Employee Selection Procedures applies to selection rates by protected class. Use this as a planning flag, not a legal conclusion.
The Americans with Disabilities Act (ADA) requires an interactive process for reasonable accommodation requests. "Skills-based" or "performance-based" selection criteria for workforce reductions can have a disparate impact on workers with disabilities. Employers must evaluate whether selection criteria screen out qualified individuals with disabilities.
Reviewed 31 Jul 2026. Sources: EEOC ADA enforcement guidance, 42 U.S.C. § 12112(b)(6). The "interactive process" is a legal requirement, not a best practice. Selection criteria that appear performance-neutral may still create disparate impact if they correlate with disability.
OWBPA-compliant separation agreements must give workers 21 days to consider the offer (45 days for group layoffs) and 7 days to revoke acceptance. Severance should be structured in tiers tied to tenure and role. Outplacement services (career coaching, resume support) reduce litigation risk and support displaced workers.
Reviewed 31 Jul 2026. Sources: DOL severance guidance, OWBPA requirements. The 45-day group consideration period includes a disclosure of the job titles and ages of all individuals eligible for the program. Failure to include this disclosure can invalidate the waiver.
For public companies, SEC Regulation S-K requires disclosure of material risks. Item 101 (Description of Business) and Item 103 (Legal Proceedings) may require disclosure of AI-driven workforce changes if they are material. The materiality threshold depends on the size of the reduction relative to total workforce and the potential for litigation. The board should be briefed before any public announcement.
Reviewed 31 Jul 2026. Sources: SEC Regulation S-K, Items 101 and 103. Materiality is a facts-and-circumstances determination. A 5% workforce reduction at a 10,000-person company may not be material; a 20% reduction likely is. Consult securities counsel for the materiality analysis.
Multi-state employers: If you operate in multiple states, repeat the WARN Act review for each state. NY, NJ, IL, CA, and MA have stricter mini-WARN requirements.
Unionized workforces: WARN Act notice goes to the union representative, not individual employees.
Smaller employers: WARN Act applies to employers with 100+ full-time employees. If you have fewer than 100, the federal WARN Act does not apply — but check state mini-WARN laws, which may have lower thresholds.
Public-sector employers: WARN Act does not apply to federal, state, or local government employers, but many states have parallel public-sector notice requirements.
See also: Policy interventions (government perspective) on the For Policymakers page →