Can ChatGPT Replace Your HR Team?

I recently met a potential client who confidently told me they didn’t need HR support because they could “just use ChatGPT to write contracts.” And I get it – we’re all trying to work smarter, not harder. The rise of artificial intelligence (AI), especially tools like ChatGPT, has been nothing short of incredible. You can ask it to draft a disciplinary letter or even help write a job advert – and voilà, it produces something in seconds.

But let me be clear: just because you can, doesn’t mean you should.

AI in HR isn’t a new thing. Big employers have been dabbling in it for years – from automating CV screening to chatbots for employee FAQs. What’s changed is how fast it’s all evolving. Tools like ChatGPT can now produce content that often looks and sounds like it came from a seasoned HR professional. But here’s the catch – it isn’t a seasoned HR professional. It doesn’t understand the nuances of employment law, your business context, or – frankly – common sense.

Take employment contracts, for example. Yes, ChatGPT can draft something that looks polished, but it won’t factor in the latest legal changes, industry-specific terms, or your unique working practices.   Even ChatGPT has its own warning that it can make mistakes and advises to check important information, but the warning is so tiny, if you don’t know where to look, you will miss it.  ChatGPT won’t ask the right follow-up questions – but we at HR:4UK will. And that’s where the risk lies.

The Opportunity – and the Risk

There’s no doubt that AI can streamline HR processes. Used properly, it can:

• Speed up admin tasks like job descriptions or policy formatting.
• Provide inspiration for performance review prompts.
• Help brainstorm wellness initiatives or engagement strategies.

But without proper oversight, it can also:

• Generate policies that breach employment law.
• Miss key discrimination or data protection implications.
• Provide advice that sounds right – but is legally wrong.

Goldman Sachs has estimated that over 300 million jobs could be affected by AI in the near future. That includes roles within HR. But in my view, AI won’t replace HR – it’ll replace bad HR. It’s a tool, not a replacement for judgement, experience, or context.

What You Should Know Before You Use AI in HR

If you’re an SME without a dedicated HR department, using tools like ChatGPT may seem like a cost-effective solution. But please – use it wisely. Ask yourself:

• Has this content been reviewed by someone who understands employment law?
• Could this expose me to a legal risk?
• Would I be comfortable defending this in a tribunal?

Also consider:

• Data privacy – Are you inputting sensitive employee data into a system you don’t control?
• GDPR & automated decisions – Have you considered whether AI-generated outcomes could be classed as automated decision-making under GDPR?
• Employee trust – Are your people aware you’re using AI? Have you explained how and why?

A Human Touch Is Still Essential

At HR:4UK, we embrace tech – our own platforms use automation where it helps our clients. But nothing replaces the reassurance of picking up the phone to speak to someone who understands your business, knows your values, and can guide you through difficult decisions.

So yes, by all means explore ChatGPT. It can be a helpful assistant. But it’s not your HR advisor. And it certainly shouldn’t be drafting your legal documents without expert review.

If you’re curious about how AI is shaping the future of HR – or want to know how to use it safely and effectively in your business – we’re here to help. Just don’t trust your contracts to a chatbot!