Artificial intelligence was supposed to simplify work. Automate repetitive tasks. Increase productivity. Free employees to focus on higher-value, more strategic work. In many ways, it has. But for some employees, AI may also create a new kind of workplace strain.

Researchers are now calling it “AI brain fry,” a term used to describe the mental fatigue that comes from constantly using, monitoring, and reviewing AI-generated work. According to recent research from the Boston Consulting Group, 14% of workers say they have already experienced this type of fatigue, and productivity can actually decline when employees are juggling four or more AI tools.

The findings raise an important question for employers and HR leaders: Is AI truly reducing workloads, or is it simply changing the type of work employees are doing?

The Hidden Mental Load of AI

AI tools are designed to assist employees, but they often require significant oversight. Employees must review outputs for accuracy, adjust prompts, fact-check responses, and determine whether the information produced is usable or compliant. That constant monitoring can become mentally draining.

Leah Buck, an employee engagement consultant interviewed by HR Brew, noted that reviewing AI output creates ongoing “decision fatigue.” Unlike working with a trusted coworker whose strengths and tendencies become familiar over time, AI systems can produce inconsistent results from one interaction to the next.

Employees may spend less time creating and more time evaluating, correcting, and approving AI-generated work. Ironically, those oversight responsibilities can sometimes feel more exhausting than doing the work manually.

Why HR and Marketing Teams May Feel It Most

The impact does not appear to be evenly distributed across job functions.

According to the research, marketing professionals reported the highest levels of AI brain fry, followed closely by HR professionals and engineers. These are roles that often involve creativity, communication, problem-solving, and judgment. When AI takes over portions of writing, brainstorming, or content development, employees may be left handling coordination, quality control, and continuous review.

Those tasks are cognitively demanding but often less energizing.

For HR teams specifically, AI introduces additional layers of complexity:

• Understanding evolving AI policies and compliance expectations
• Evaluating AI-generated communications or documentation
• Managing employee concerns about job security
• Learning new systems while balancing existing workloads
• Determining where AI should and should not be used

At the same time, HR is frequently expected to lead organizational AI adoption efforts while still figuring out the technology themselves.

The Emotional Side of AI Adoption

Beyond workload concerns, AI is also creating uncertainty.

Employees are asking difficult questions:

• Will AI make my job easier or eventually replace parts of my role?
• Am I using these tools correctly?
• How do I stay competitive as AI capabilities evolve?
• What are the risks if I misuse AI tools?

That uncertainty can contribute to stress and burnout, particularly in workplaces where expectations around AI use are unclear.

As organizations move quickly to adopt new tools, employees may feel pressure to keep up without adequate training, guidance, or time to adapt.

What HR Leaders Can Do

AI fatigue does not necessarily mean organizations should slow innovation, but it does highlight the importance of thoughtful implementation.

HR can play a critical role in helping employees use AI in a sustainable, productive way.

Some practical strategies include:

Create Clear AI Guidelines

Employees need clarity around:

• Which AI tools are approved
• What tasks AI should support
• How AI-generated content should be reviewed
• Data privacy and compliance expectations
• When human oversight is required

Clear communication reduces uncertainty and helps employees feel more confident using AI tools responsibly.

Invest in AI Learning and Support

Many employees are still learning how to effectively use AI. Organizations that provide training, peer support, and practical guidance may reduce frustration and improve adoption.

Some companies are even exploring AI mentors or internal experts employees can turn to for help.

Encourage Collaboration

Employees should not feel like they have to figure out AI alone. Open discussions about what is and is not working can help teams share best practices and reduce stress.

Creating opportunities for employees to exchange prompts, workflows, and lessons learned can make adoption feel more manageable.

Protect Time for Deep, Creative Work

One recommendation from workplace experts is “time-boxing,” where employees intentionally schedule AI-free time during the day to focus on strategic thinking, creativity, or uninterrupted work.

That balance matters. While AI can accelerate tasks, employees still need opportunities to engage in meaningful work that feels mentally rewarding.

AI Should Support Work, Not Complicate It

AI has enormous potential to improve efficiency and productivity, but implementation matters. If employees are overwhelmed by constant oversight, unclear expectations, and nonstop tool switching, the technology may create new forms of burnout instead of reducing it.

HR leaders play an important role in guiding AI adoption by helping employees use these tools in ways that are sustainable, productive, and human-centered.

The organizations that succeed will likely be the ones that treat AI adoption as both a technology initiative and a people strategy.

ASE Connect

AI in HR Circle of Peers Hub – New! This new hub is designed for HR professionals who are exploring, piloting, or scaling the use of artificial intelligence (AI) within their organizations. As AI rapidly transforms talent acquisition, employee development, analytics, and core HR processes, leaders are navigating both new opportunities and emerging challenges. In this group, we’ll discuss real-world applications of AI in HR, examine ethical and compliance considerations, share lessons learned, and explore practical strategies for integrating AI into everyday HR workflows. Circle of Peers Hubs are member-exclusive. Join the AI in HR Hub here.

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