Have AI predict employee resignations

The HR department estimates which employees might resign

Future prospectStrictly regulatedAssessing & selecting peopleAll industries

Fits: Leaders & strategy · HR

The aim is to spot reasons for resignations earlier and take action before good people leave. To be honest: reliable predictions for individual employees have not yet been proven and are legally sensitive. What works today is analysis at the level of areas and reasons.

Is this for you?

  • You want to gain experience early as a pilot partner or prepare for such systems.
  • You are prepared to involve the works council and data protection from the start and to work only with area data at first.
  • You have enough employees and leavers for analysis across groups to mean something.
First step today

Without any employee data: use the template below to research what such systems can demonstrably do today and which legal questions are open, and draft pilot criteria from this. Present them to HR management, the works council and data protection.

How to go about it

  1. Disclose the purpose of the pilot and the permitted data
  2. Get the legal position clear, bring the works council on board
  3. Check HR data for gaps and bias
  4. Generate pointers, the manager holds the conversations
  5. Inform employees
  6. Check the pilot for fairness and whether to stop it

Templates to copy

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The complete guide

  • 6 steps explaining exactly what to do
  • 3 proven templates to copy into your own AI
  • Safe use: data, checking, deciding, informing
  • Pitfalls, effort and how to recognise success

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Same approach, other use cases

16 more use cases follow the pattern “Assessing & selecting people”.

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A-064 · Legal status 08.10.2026 · Employment and HR (Annex III No. 4)