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    Artificial intelligence is gradually becoming part of the everyday reality of HR departments. But how is it really perceived, used and anticipated by HR professionals in Belgium and Luxembourg?

    To answer these questions, we conducted the first edition of the AI & HR Barometer 2025, a study dedicated to these two markets. Its objective was to move beyond theoretical discourse and analyse real-life use cases, expectations and the barriers currently shaping the adoption of AI within the HR function.

    The study was conducted between 25 May and 15 October 2025 among 101 HR professionals working in Belgium and Luxembourg. The sample reflects the linguistic and cultural diversity of the region, with 71% French-speaking respondents, 27% Dutch-speaking and 2% English-speaking. The profiles are largely experienced: 61% of respondents have more than ten years of HR experience, 21% between six and ten years, and 13% less than three years.

    Based on 22 questions, the barometer explores perceptions of artificial intelligence, current uses, the level of digital maturity within HR functions, identified barriers, and short-term outlooks. It provides a clear, structured and nuanced picture of the role AI plays in HR practices in Belgium and Luxembourg in 2025, and lays the groundwork for informed reflection on the transformations ahead.

    Key insight #1 – A largely positive perception, without idealisation

    Artificial intelligence is now clearly accepted by the HR professionals surveyed.
    85% view it as a tool that complements HR work, while 15% see it as an opportunity to transform the HR function. None of the respondents perceive AI as a threat or as a passing trend.

    This distribution reflects a balanced stance: AI is recognised for its potential, without excessive enthusiasm or rejection. It is seen as a sustainable lever for improving HR practices, rather than a radical disruption or a replacement for human expertise.

     

    Key insight #2 – A recognised paradox between widespread use and partial mastery

    HR professionals rate their level of knowledge of AI at an average of 2.57 out of 5, and only 11% give themselves a score of 4 or higher.

    Yet, 81% of respondents already use tools incorporating artificial intelligence in their day-to-day professional activities.

    This gap highlights a central reality of the barometer: AI is advancing faster than in-depth understanding of how it works. HR teams use AI in practical, often intuitive ways, without always fully mastering its technical, ethical or decision-making implications.

    Key insight #3 – Uses driven mainly by general-purpose tools

    Today, AI is primarily integrated into HR activities through non-specialised solutions. The most commonly used tools are:

    • ChatGPT (33%),
    • Copilot (28%),
    • DeepL Translator (23%).

    These uses reflect a pragmatic adoption driven by accessibility and immediate efficiency. In the multilingual Belgian and Luxembourg context, AI notably meets concrete operational needs such as translation and HR content creation.

    However, this situation raises questions about the suitability of general-purpose tools for the specific requirements of the HR function.

    Key insight #4 – Data: the main area of concern for HR

    Personal data management emerges as one of the major barriers to broader AI adoption. HR professionals handle sensitive information on a daily basis: employee data, job applications, performance reviews and career histories.

    The study highlights concerns around confidentiality, data security and the reliability of analyses produced when AI tools rely on data that is not strictly internal to the organisation.

    These concerns reflect a clear desire to retain control over information and to avoid any loss of control over strategic HR data.

     

    Key insight #5 – A gradual, structured and measured adoption

    When asked about their level of readiness to integrate AI:

    • 33% are in a reflection phase,
    • 32% say they are ready,
    • 25% are evaluating solutions,
    • 10% are already equipped,
    • only 1% say they are not ready at all.

    These results show that AI is now firmly embedded in HR strategic thinking, but that implementation is progressing in a gradual, structured and carefully managed way.

    Key insight #6 – Clearly identified benefits, conditional on control

    The perceived benefits of AI are widely shared:

    • 95% cite time savings,
    • 64% the modernisation of HR practices,
    • 58% improved responsiveness and instant answers.

    At the same time, the main concerns relate to data confidentiality, the risk of dehumanising interactions, and potential biases or loss of nuance in HR decisions.

    HR professionals are therefore open to AI, but only within a secure and controlled framework.

    Key insight #7 – Clear conditions for building trust

    To overcome these barriers, respondents identify three priority levers:

    • data security,
    • control over the information fed into AI systems,
    • training and support.

    These expectations show that HR professionals want to remain fully in control of the transformation, understand the tools they use, and preserve their critical judgement.

    Key takeaway: a clear-eyed HR function, ready to move forward methodically

    Through these seven key insights, the AI & HR Barometer 2025 – Belgium & Luxembourg paints the picture of an HR function reaching maturity. AI is already present in everyday practices, but its future deployment will be guided by trust, security and skills development.

    Belgian and Luxembourg HR professionals are moving forward pragmatically: they see AI as a lever for efficiency and modernisation, provided it remains in service of their core mission, supporting the people within the organisation.

    To explore the full results of the study, including the tasks HR professionals say they are ready to delegate to AI, download the AI & HR Barometer – Belgium & Luxembourg 2025.