Navigate 2026: Making confident workforce management decisions

Workforce management decisions have never carried more weight. In frontline-heavy industries, decisions about labour deployment, scheduling, compliance, and cost control are no longer operational details buried in back-office systems. They shape financial performance, regulatory exposure, and employee trust – often all at once.

In frontline-heavy industries, decisions about labour deployment, scheduling, compliance, and cost control are no longer operational details buried in back-office systems. They shape financial performance, regulatory exposure, and employee trust – often all at once.

And in 2026, those workforce management decisions are being made under growing pressure.

Labour markets remain volatile. Regulatory environments are tightening. Cost expectations are rising. Employees expect predictability, fairness, and transparency. At the same time, AI is becoming embedded in workforce management systems – influencing how demand is forecast, how schedules are built, and how compliance risks are surfaced.

This is the age of accountability in workforce management.

Workforce management decisions are now visible, measurable, and defensible

Every scheduling adjustment, forecast change, and optimisation model leaves a trace.

A schedule that consistently under-forecasts demand shows up in lost revenue or customer dissatisfaction. Overstaffing shows up in margin erosion. A compliance misstep becomes a legal and reputational risk. Unpredictable schedules affect retention and employee wellbeing.

For senior leaders, this shifts workforce management from an operational function to a strategic decision domain – connecting operations, finance, compliance, and employee experience.

For HR specialists, workforce planners, and system managers, it raises the bar on execution. The way forecasts are configured, rules are applied, and schedules are generated now carries visible organisational impact.

The question is no longer simply: Are we scheduling correctly?

It is:

• Are our workforce management decisions defensible under scrutiny?
• Can we explain how optimisation decisions were made?
• Do our scheduling outcomes reflect both performance and fairness?
• Are we confident in the systems supporting those decisions?

These are leadership-level questions.

But they are answered inside workforce management platforms every day.

The AI opportunity – and the responsibility that comes with it

AI is now embedded in many workforce management environments – forecasting demand, optimising schedules, identifying compliance risks, surfacing patterns in attendance and performance.

Used well, it enables:

• ​​More accurate demand forecasting
• Better alignment between staffing and revenue
• Earlier visibility into compliance risk
• Faster scenario modelling under pressure

For operational teams, this means stronger decision support within the WFM platform itself – not guesswork or spreadsheet reconciliation.

But AI also raises new expectations.

If a scheduling model influences how shifts are distributed, leaders must be able to explain its logic. If optimisation reduces cost, it must not do so at the expense of fairness or employee trust. If forecasting models guide labour budgets, finance teams expect accuracy and transparency.

AI in workforce management is not about replacing human judgment. It is about supporting better workforce management decisions in complex, high-stakes environments.

AI supports.
People remain accountable.

What confident workforce management organisations look like in 2026

Organisations navigating this well tend to share a few characteristics.

They treat workforce management as a strategic capability – not just a rostering tool.

They connect workforce management outputs to financial planning, ensuring labour forecasts align with budget reality.

They embed compliance by design within scheduling workflows, reducing risk at the point of decision rather than reviewing it after the fact.

They balance optimisation with employee impact – understanding that predictability, fairness, and trust are performance drivers.

They move away from fragmented point tools and toward integrated workforce management platforms that connect forecasting, scheduling, time, compliance, and analytics into one decision ecosystem.

And critically, they create clarity across roles. Leaders define direction. Operational teams configure and execute workforce management decisions with insight, visibility, and confidence.

Why peer perspective matters now

No organisation is navigating workforce management complexity in isolation.

Senior leaders are asking:

• Where does AI genuinely create value within workforce management?
• How do we measure ROI from workforce management transformation?
• How do we scale compliance across regions without slowing operations?

Operational leaders are asking:

• How do we optimise labour inside our WFM system without undermining trust?
• Where does automation help – and where does human oversight remain essential?
• How do we configure scheduling rules to reflect both policy and reality?

These are practical challenges playing out in workforce management platforms every day.

At last year’s Navigate, leaders and workforce practitioners shared how they were applying AI within real WFM environments – improving forecast accuracy, embedding compliance into scheduling workflows, and connecting workforce management decisions more closely to financial performance.

The conversation centred on outcomes, accountability, and what works in practice – not technology for its own sake.

You can revisit the key themes and sessions from Navigate 2025 here.

Those conversations don’t end. They evolve.

Introducing Navigate 2026

Navigate 2026 is designed for exactly this moment – to help you make better workforce management decisions, with confidence.

Not in theory.
Not in hindsight.
In practice.

It is not a product showcase.
It is not a roadmap reveal.
It is not AI theatre.

It is a forum for the people shaping workforce management outcomes every day – whether you are accountable for strategic direction or configuring schedules, forecasts, and compliance rules inside the system.

Across plenary sessions and breakouts, Navigate will explore:

• How organisations are managing workforce management complexity under pressure
• Where AI is delivering measurable impact inside WFM environments
• How compliance, fairness, and productivity can coexist
• What value realisation looks like beyond isolated tools
• How strategic workforce priorities translate into operational execution

The focus is outcomes over features.
Customers over product.
Execution over hype.

In an environment where workforce management decisions are more visible and more consequential than ever, Navigate exists to help you approach them with greater clarity, accountability, and confidence.

If you are responsible for workforce planning, compliance, scheduling, optimisation, or system configuration in 2026, this is a conversation worth being in.

Register for Navigate 2026 and join the people shaping the future of AI-supported workforce management.