AI presents enormous opportunities for businesses who embrace it, but also very significant challenges – including in relation to how employees are engaged and managed. In this article, we explore six key areas and consider the impact of AI on employment law and HR. Is it time to update your ‘to do’ list?
AI will change the way that many of us work – and there are huge opportunities for businesses who embrace AI to make better decisions more quickly. However, it is not without its challenges and there are no laws specifically for the purpose of governing the use of AI at work. The impact of this is that regulation of this area is governed by existing employment legislation, much of which predates the iPhone, and which was not designed to address the rapid development of AI.
This means that employers must continually update their knowledge of the opportunities and challenges that AI brings and consider these in the context of existing employment laws and their own ethical principles where there are gaps in the legislation.
This presents a significant challenge for employers and HR leaders. As a starting point, we have identified six key areas for employers’ HR leadership to consider in the context of AI and their workforce:
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