The idea of digital twins at work sounds enticing for under-pressure teams facing increasing workloads. But organisations must think carefully about the legal and cultural implications of these AI assistants, explains Clare Brennan.
The emergence of AI “digital twins” in the workplace poses a challenge that employment law is still catching up with.
They are systems trained to replicate an individual employee’s communication style, judgement patterns and decision-making.
Unlike traditional automation, which replaces tasks, digital twins go further: they attempt to replicate the employee’s professional identity.
For HR, this moves the issue from technology deployment into the heart of the employment relationship.
It raises a fundamental question: when an employer can model and redeploy an employee’s behaviour and judgement, who controls that asset and on what terms?
Employment law has traditionally drawn a relatively clear line: employees provide the work, and employers own (subject to contract) the intellectual property created in the course of employment.
Digital twins blur that line. They are not simply outputs created by employees, but models built from them including their way of thinking and how they communicate and make decisions.
This creates a new type of asset that sits somewhere between personal data, skills, and intellectual property.
For HR teams, this creates both legal risk and workplace challenges.
Many employment...
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