What Can We Expect From The Workplace In 2026?

Technology isn’t just moving fast, it’s practically sprinting down the track. If you’ve spent any time online over the past year, you’ve probably noticed how dramatically tech (and especially AI) has levelled up in 2025 alone. What once felt futuristic is now baked into our everyday tools, workflows and conversations; and more organisations are adopting the tech by the day.

And it’s not slowing down. In the foreseeable future, AI will only become more embedded in how we work. But as algorithms get smarter, something interesting is happening in parallel: we’re also getting clearer about where machines stop and where distinctly human skills still matter most.

So what does this actually mean for the workplace in 2026? To find out, let’s turn to insights from world-renowned business author, keynote speaker and strategic advisor Bernard Marr, who breaks down how roles, skills and expectations are set to evolve in the year ahead.

More than just chatbots

Until recently, many organisations treated AI like an add-on; something you bolt onto existing workflows to make them a little faster or more efficient. Think analytics tools interpreting business data or chatbots helping onboard new hires. Useful, yes. Game-changing? Not quite.

According to Bernard Marr, that mindset is quickly evolving. The next evolution lies in AI-native processes — systems built from the ground up with AI at their core, designed to unlock entirely new ways of automating, predicting and making decisions.

Imagine supply chains that reconfigure themselves in real time as demand shifts or disruptions occur. Or manufacturing processes that automatically adapt based on customer orders and material availability. As Marr highlights, AI won’t just support how businesses operate; it will actively shape and drive them.

Beyond the workplace

While the Covid-19 pandemic certainly helped to give flexible working a boost. We can see that many organisations are now working to bring as much of their staff back into the office. However, this does not mean hybrid work and work-from-home is dead. On the contrary, they’re now firmly part of how most companies operate. As a result, workplaces are no longer tied to a single location, but are evolving into flexible ecosystems made up of digital tools, communication networks and physical spaces that support employees wherever they happen to be.

Bernard believes that work might happen at home, in the office, at a co-working space or even inside immersive virtual environments. The goal is the same everywhere: to create a seamless, connected employee experience. For companies, this means smoother continuity and access to talent from around the world. For workers, it means greater freedom to shape work around life without losing that all-important connection to company culture.

The value of humanity

With more routine tasks being handed over to automation, organisations are quickly finding out that the skills that machines can’t replicate efficiently are becoming ever more valuable. Looking ahead to 2026 and beyond, employers will likely be prioritising abilities where humans still have a clear edge. Among these areas are communication, empathy, creativity, collaboration and leadership.

We’re already seeing this shift play out. Hiring priorities are moving beyond purely technical expertise, with greater emphasis on so-called “soft” skills. At the same time, upskilling pathways are evolving to strengthen human problem-solving, judgment and long-term strategic thinking; the very qualities that keep people one step ahead of the machines.

Elevating the employee experience

Companies are getting better at differentiating themselves from the competition with their own unique pursuit of personalised customer experiences. However, with the race for top talent in 2026 officially on, this very same strategy is being utilised in workforce management as well.

The free gym memberships and occasional wellness programmes just aren’t going to cut it moving forward. Organisations will have to rethink the entire employee journey, from recruitment and onboarding to daily work routines and even the commute. In order to secure the best talent there is out there, companies will have to start treating employees akin to customers, mapping every touchpoint, 

Businesses have long competed on customer experience — who can offer the most personalised, engaging and hassle-free interactions. In 2026, that same thinking is being turned inward. With competition for top talent heating up, companies are starting to apply customer-experience thinking to how they manage and support their people. fixing friction points and designing experiences people actually enjoy. Get this right in the year ahead, and the payoff will be huge: stronger retention, easier hiring and better business results overall.

Soft retirement

With the rise of flexible work, freelancing and gig opportunities, more people are stepping away from a traditional full time job and Bernard believes that companies may soon follow suit. Enter “soft retirement.” Instead of a sudden hard stop, retirement is becoming a gradual transition. Employees can slowly dial back their working hours, stay mentally engaged and continue earning without immediately dipping into pensions or long-term savings.

For employers, it’s a win too. Experienced professionals don’t disappear overnight; instead, they return as advisors, consultants or part-time mentors, bringing years of hard-earned knowledge with them. In short, soft retirement lets everyone ease into the next chapter, rather than leap straight into it.

The future of work

As you can see, some experts believe that the workplace is going to look dramatically different in 2026. However, organisations that can anticipate these shifts will find themselves well-positioned for success. The key is to embrace technological change while recognising that our uniquely human capabilities remain our greatest competitive advantage in a world that is embracing automation.