For general questions and first drafts, AI is a genuinely useful starting point — and good HR professionals use smart tools too. Where it gets dangerous is that HR rarely turns on the general rule. It turns on your specific facts, your state’s current law as applied to your situation, and the human dynamics involved.
AI doesn’t know that the employee requesting leave also raised a harassment concern last week. It can’t verify its answer against this month’s New Jersey requirements. And most importantly, it can’t take responsibility when it’s confidently wrong — and in HR, a plausible-sounding wrong answer is exactly what turns into a claim.
Think of AI as a way to ask sharper questions. Think of us as the experience, judgment, and accountability standing behind the decision.