SHRM Brings AI Policy Framework and Research to Capitol Hill

SHRM brought its workplace-first approach to AI policy to Capitol Hill, pairing new research with a newly released legislative framework designed to guide federal action.

At the center of the discussion was The Path Forward: SHRM’s AI Legislative Framework for the Modern Workplace, SHRM’s new white paper that lays out eight core pillars to help policymakers balance innovation with worker protection and practical implementation.  

The framework calls for a comprehensive national approach to workplace AI, voluntary and risk-based governance, limited mandatory requirements for high-risk use cases, and safe harbor protections for employers adopting AI responsibly. It also emphasizes minimizing employer burden, advancing workforce readiness and reskilling, incorporating stakeholder expertise, and ensuring small and mid-sized businesses can realistically comply.

“As workers, organizations, educational institutions, and policymakers evaluate how to adopt and implement AI, a fragmented policy patchwork creates complexity and uncertainty, said Emily M. Dickens, SHRM’s chief administrative officer. 

“SHRM's AI legislative framework provides a clear, practical policy foundation that organizations can rely on to support responsible innovation, protect workers, strengthen workforce readiness, and shape implementable guidance. We stand ready to work with the policymakers to advance a national set of policies to help organizations integrate AI responsibly, at scale, and in ways that drive productivity, opportunity, and long-term competitiveness,” she said.

The framework’s release coincided with SHRM’s Congressional AI Policy Boot Camp, where SHRM leaders walked Congressional staff through new findings from the State of AI in HR 2026 research and the real-world implications for employers and workers. 

AI’s Real Impact: Transformation Over Displacement

A central message was that AI is transforming work far more than it is replacing jobs. Only 7% of HR professionals report job losses tied to AI adoption, while 24% report new job creation and more than half cite increased demand for reskilling and upskilling (57%).  

At the same time, adoption is accelerating and often outpacing governance. About half of organizations that currently use or are about to pilot AI (49%) have policies to regulate AI use among their workforces. This gap is contributing to new workplace challenges, from skillfishing — AI-assisted misrepresentation of candidate abilities — to workslop, where unverified AI-generated outputs degrade quality and slow productivity.

Governance gaps remain a pressing concern. As of February 2026, 19 states, which covers more than half of the U.S. population, have enacted AI laws or regulations that pertain to employer or employment AI usage. However, 57% of HR professionals who work in those states are not aware of those policies. 

That disconnect underscores SHRM’s push for a unified federal framework grounded in workplace realities. As highlighted during the boot camp, HR leaders are uniquely positioned to bridge policy and practice by translating regulation into implementation while ensuring AI enhances, rather than replaces, human capability. 

Organizations will continue to face uncertainty that slows adoption and limits AI’s potential without a cohesive national approach. With the right policy foundation, however, AI can drive productivity, expand opportunity, and reshape work in ways that benefit both employers and employees.