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AI & the
Filipino Workforce
A nationwide study on how artificial intelligence is reshaping work, wellbeing, and opportunity across 13 industries.
This study surveyed 3,516 employees to understand how artificial intelligence (AI) is being integrated into the workplace and how it relates to employee productivity, perceptions, and experiences at work.
For HR leaders, AI adoption is no longer the primary challenge. The opportunity now is ensuring AI creates meaningful value for every employee by building practical skills, strengthening leadership support, and helping employees use AI thoughtfully rather than dependently.
Explore the report's ten most important discoveries.
Employees Most Commonly Use AI for Communication, Information Processing, and Decision-Making Tasks
Construction, Transportation & Storage, and Human Health and Social Work Lead in Company-Level AI Adoption
Software Development, Program & Project Management, and Human Resources Report the Highest AI Use
AI's Greatest Impact May Be Reducing the Mental Burden of Work
Employees Report Greater Benefits from AI When They See It as Part of Their Success
Preference for AI in Decision-Making is Linked to Feeling Less Stressed
As Age and Tenure Increase, Self-Reported AI Benefits Decline
Job Security Perceptions Remain Stable
Employees are Concerned about Weakened Thinking Skills
Employees Most Commonly Use AI for Communication, Information Processing, and Decision-Making Tasks
We asked employees to identify the three work tasks for which they most frequently use AI. They mentioned:
- Communication and interaction (27%)
- Information processing (23%)
- Thinking and decision-making (16%)
These are summarized in Figure 1 below. Employees reported the same top use cases regardless of industry, job function, company size, work arrangement, organizational rank, generation, or tenure.
Most Common Work Tasks Employees Use AI For
Mental Health Insights"For HR leaders, this shift requires close monitoring, as AI can mask a presenteeism crisis by allowing disengaged or burned-out employees to rapidly submit highly polished work."
Most Employees Use AI, But Most Still Lack Role-Specific Training
We asked employees whether their company provides role-specific AI upskilling programs. We found that only 35% reported that their organizations offer such programs, while 29% said their companies do not. Another 36% were unsure. Figure 2 summarizes this distribution.
Our findings do not necessarily mean that no AI training exists within these companies. Some organizations may provide generic AI training but have not tailored it to specific role-based tasks. The large share of employees who are unsure also indicates a gap in visibility or communication of existing AI learning programs. This presents opportunities for organizations to both expand role-specific AI upskilling and improve awareness of existing training programs.
Does your company provide role-specific AI upskilling? (N=3,516)
Mental Health Insights"Leaving 65% of the workforce without targeted AI training triggers professional anxiety and operational strain, directly fueling high workplace rates of exhaustion and concentration drops."
Companies in Construction, Transportation and Storage, and Human Health and Social Work Reported the Highest Proportion of AI Adoption Within Their Industries
Company-Level AI Adoption by Industry — % High Adopters
We found that companies in Construction (89%), Transportation and Storage (86%), and Human Health and Social Work Activities (86%) have the highest reported AI adoption rates. In contrast, Arts, Entertainment, and Recreation (74%), Professional, Scientific, and Technical Services (74%), and Manufacturing (72%), have the lowest. Figure 3 shows the comparison of company AI adoption rates across industries.
Employees in Software Development, Program and Project Management, and Human Resources Reported the Highest Proportion of AI Usage Within Their Job Functions
AI Adoption Tier Groups by Job Function — % High Users
We found that Software Development (95%), Program and Project Management (88%), and Human Resources (86%) have the highest proportions of AI users. Meanwhile, Quality Assurance and Control (71%), Engineering (70%), and Healthcare Services (67%) have the lowest reported AI usage.
AI's Greatest Impact May Be
Reducing the Mental Burden of Work
UsageM=3.00 · High
Output
Work
Overtime
Stress
Recognition
All five outcomes are positively associated with daily AI use frequency across 3,516 respondents.
We found that AI is already part of employees’ daily work, and that higher usage is consistently associated with better AI performance outcomes and lower stress from work because of AI. Employees who use AI more frequently tend to work faster and produce more output because of AI, experience less stress due to AI, and report fewer overtime hours. Higher AI-driven output is also associated with feeling more recognized at work, suggesting both performance and employee experience benefits.
We found that AI is already part of employees' daily work, and that higher usage is consistently associated with better AI performance outcomes and lower stress from work because of AI. Employees who use AI more frequently tend to work faster and produce more output because of AI, experience less stress due to AI, and report fewer overtime hours. Higher AI-driven output is also associated with feeling more recognized at work, suggesting both performance and employee experience benefits.
*M stands for median and is used throughout this document. Interpretation: 1.00–1.75 = very low, 1.76–2.50 = low, 2.51–3.25 = high, 3.26–4.00 = very high.
Mental Health Insights"The link between daily AI utilization, shorter execution speeds, and reduced overtime acts as an excellent operational buffer against general emotional distress."
Employees Report Greater Benefits from AI When They See It as Part of Their Success
Employees' perceptions of AI are linked to how effectively they use it. When employees see AI not as an added tool, but as something connected to their own success at work, they are more likely to report higher output using AI. This highlights the role of mindset in driving performance outcomes.
to work success
when using AI at work
Supporting Finding
- Employees who perceive AI as important to their work success produce more output with AI.
Mental Health Insights"When framing AI as a threat rather than a career asset, companies trigger a defensive detachment where teams use tools for compliance while remaining completely checked out."
Preference for AI in Decision-Making is Linked to Feeling Less Stressed
Employees who prefer to use AI when making decisions at work report lower levels of stress because of their AI use. This suggests that AI may be doing more than speeding up decisions; rather, it may be reducing the cognitive pressure employees feel when making them.
Supporting Findings
- Employees who prefer AI assistance in decision-making are less stressed with work because of AI.
Mental Health Insights"Embracing AI as a supportive partner in decision-making serves as a practical application of Augmented Intelligence, which unloads the heavy cognitive burden that may contribute to focus deficits and confusion."
As Age and Tenure Increase, Self-Reported AI Benefits Decline
As employee age and tenure increase, respondents are less likely to report that AI improves their productivity, reduces work-related stress, or contributes to recognition for their work.
Employees' reported experiences with AI are not evenly distributed across the workforce. While AI use is generally associated with greater productivity and psychological ease, reported AI-related benefits decline as employee age and tenure increase.
As employee age and tenure increase, respondents are less likely to report that AI helps them produce more output, work faster, reduce work-related stress, or contribute to recognition for AI-enabled productivity gains. These findings describe respondents' self-reported experiences with AI rather than an objective measure of AI's effectiveness.
Mental Health Insights"Older and longer-tenured workers face cognitive adjustments when tech rollouts disrupt well-established non-automated habits, creating technical challenges that are naturally present during technology transitions. HR leaders may design age-inclusive, role-specific training paired with relatable peer mentors to preserve psychological safety."
Job Security Perceptions Remain Stable
Employees generally feel secure in their jobs despite AI being integrated in the workplace. Perceptions are consistent across groups.
- Employees feel secure in their jobs despite AI developments (high, M=3.00).
- Job security perceptions remain consistent across tenure, generation, rank, work setup, and company size.
Mental Health Insights"MindYou's behavioral data suggests that even secure employees may be susceptible to presenteeism, where employees are physically present but may be psychologically detached from their daily responsibilities. HR may implement reflective check-ins and open communication spaces that fulfill the fundamental human need for connection."
Employees are Concerned about Weakened Thinking Skills
Employees feel worried that relying on AI weakens their thinking skills — a concern of cognitive atrophy due to mental offloading onto AI.
- Employees report that reliance on AI makes them feel their thinking skills are weakening (low, M=2.00).
Meet Our Respondents
A diverse cross-section of 3,516 Filipino employees
across company sizes, job levels, and work arrangements.
The sample was primarily composed of Millennials (51%) and Gen Z employees (42%), while Generation X (6%) and Boomers (1%) accounted for smaller proportions of respondents.
Nine recommendations mapped to five stages of AI adoption in HR.
Your AI journey doesn't end with adoption. It starts there.
This report highlights where Philippine organizations stand today. The next question is where your organization goes from here.
Find the right AI use cases
Identify opportunities that drive the most business value.
Build employee confidence
Equip your people with the skills and mindset to embrace AI.
Scale adoption across teams
Embed AI into workflows and drive sustainable adoption.
Whether you're exploring AI for the first time or looking to deepen adoption across your workforce, Sprout can help you navigate the practical challenges of implementation, from identifying high-impact opportunities to building employee confidence and sustainable adoption. Let's discuss how your organization can take the next step.
Industry definitions are based on the Philippine Standard Industrial Classification (PSIC) Sections of the Philippine Statistics Authority (PSA).
Organizations that provide short-term accommodation, meals, and beverages for immediate consumption.
Examples: Hotels, resorts, restaurants, cafés, catering companies, fast-food chains
Organizations that provide administrative, operational, and support services to businesses and individuals.
Examples: BPO firms, recruitment agencies, call centers, facilities management providers, travel agencies
Organizations engaged in cultural, artistic, entertainment, sports, and recreational activities.
Examples: Museums, theaters, concert venues, sports clubs, gaming centers, theme parks
Organizations involved in the construction, renovation, repair, and maintenance of buildings and infrastructure.
Examples: Construction contractors, infrastructure developers, engineering and construction firms
Organizations that provide educational instruction, training, and learning services.
Examples: Schools, universities, colleges, technical and vocational training institutions
Organizations that provide financial intermediation, investment, and insurance services.
Examples: Banks, insurance companies, investment firms, fintech companies
Organizations that provide healthcare, medical treatment, and social assistance services.
Examples: Hospitals, clinics, diagnostic centers, rehabilitation facilities, social welfare organizations
Organizations engaged in information technology, telecommunications, publishing, broadcasting, and related communication services.
Examples: Software companies, telecommunications providers, media companies, internet service providers
Organizations engaged in the physical or chemical transformation of materials into new products.
Examples: Food manufacturers, electronics manufacturers, pharmaceutical companies, consumer goods manufacturers
Organizations providing specialized professional, scientific, technical, or advisory services requiring advanced expertise.
Examples: Consulting firms, law firms, accounting firms, research organizations, engineering consultancies
Organizations involved in buying, selling, leasing, developing, and managing real estate properties.
Examples: Property developers, real estate brokerages, property management firms
Organizations engaged in the transport of passengers or freight and the storage of goods.
Examples: Airlines, shipping companies, logistics providers, trucking companies, warehouse operators
Organizations engaged in the sale of goods to businesses (wholesale) or directly to consumers (retail).
Examples: Supermarkets, department stores, convenience stores, wholesalers, e-commerce retailers
Gorton, D. (2026). Understand industry classifications and their role in investing. In Investopedia.
Philippine Statistics Authority [PSA]. (2019). 2019 Updates to the 2009 Philippine Standard Industrial Classification. Philippine Statistics Authority.
Abutar, A. J. D. C., Avanzado, A. J. D., Bongga, R. L., Pedenes, D. D. D., & Samson, M. I. R. (2025). Analysis of the mental workload of inbound voice contact center agents under the hybrid work set up in the Philippines. Proceedings of the International Conference on Industrial Engineering and Operations Management, 1–12. IEOM Society International.
Ferrer, P., & Marshall, Y. (2026). White Paper 1: The Mind You App and Technological Infrastructure. Mind You Mental Health Systems Inc.
Mind You Mental Health Systems Inc. (2025a). White Paper 2: Insights from the Employee Mental Health Assessment (EMHA) and PHQ-9. Mind You Mental Health Systems Inc.
Mind You Mental Health Systems Inc. (2025a). White Paper 3: Insights from the Mind and Body Tool: Understanding the Link Between Physical and Mental Health in the Workplace. Mind You Mental Health Systems Inc.
Mind You Mental Health Systems Inc. (2025b). White Paper 4: Workplace Mental Health Across Industries: Insights from PHQ-9 Data. Proprietary Evaluation Report.
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