Promotion criteria in the workplace are increasingly being linked to how effectively employees use artificial intelligence (AI), according to Duncan Trevithick, a 34-year-old marketing professional based in Spain who works for an AI training data company. Trevithick explains that using AI to complete two days’ worth of work per week doesn’t lead to a 40% pay raise or extra leave, but instead sets a new standard of productivity. While this may help him advance in the short term, it also highlights how much of his role could eventually be replaced by AI. Trevithick describes his job as managing both people and AI systems, or "loops." The practice of evaluating employees based on their ability to use AI is becoming more common in many industries. Accenture CEO Julie Sweet has said AI is now central to how work is done at her company, suggesting that employees must engage with AI to be considered for promotions. Reports indicate that companies like Disney, Meta, JP Morgan, and KPMG have introduced "AI leaderboards" to track and rank employees' use of large language models (LLMs) and other AI platforms. Some companies, like Coinbase, have even terminated employees who failed to complete mandatory AI training, as required by CEO Brian Armstrong. This shift reflects the pressure on businesses to see returns from their AI investments, especially since most companies have yet to fully realize the benefits of AI, according to a McKinsey report. Employees are increasingly expected to use AI tools due to a tight job market, with UK vacancies at a five-year low. A recent survey found that 75% of UK jobseekers would not avoid applying to a company that uses AI proficiency in performance reviews, even if it feels uncomfortable for some. At a large consultancy, Pamela (name changed for privacy) is concerned about the growing emphasis on AI fluency. While there’s no formal requirement for employees to use AI, it is clearly influencing who gets promoted and who doesn’t. She describes a "two-tier workforce" where AI skills are now more important than experience. Employees with similar job titles and tenure can be valued differently depending on whether they see AI as a threat or a tool. Those who don’t visibly use AI often face slower promotions and struggle to be recognized for their contributions. Employment lawyers note that while companies are legally allowed to prioritize AI proficiency, questions remain about fairness and job security. Tina Chander, an employment lawyer, says employers should be clear about their expectations and provide training to avoid disputes. Meanwhile, new UK employment laws will extend the time employees have to file unfair dismissal claims, but some companies remain vague about their goals for AI integration, leading to confusion and dissatisfaction among workers. Critics warn that forcing AI use in the workplace could lead to performative behavior rather than meaningful improvements. Kamila Miller, an AI researcher, argues that making AI use a key performance indicator (KPI) might lead employees to log unnecessary interactions or generate AI outputs that look productive but don’t reflect real progress. Some companies, like Duolingo and Amazon, have already moved away from tracking AI use in performance reviews, recognizing the potential for misuse and unnecessary pressure. Despite these concerns, some employees still feel they need to demonstrate AI proficiency to secure their positions. Pamela, who is nearing retirement, wants to keep her job to avoid losing her pension and health benefits. Meanwhile, Trevithick is working on side projects to future-proof his career. He acknowledges that if AI can outperform him, it makes sense for the business to replace him. His goal is to move into roles where he can leverage AI to benefit from its growth, rather than be replaced by it.