While there is currently no specific regulatory framework in the United Kingdom governing the use of artificial intelligence (AI), it is partially regulated. With a number of employment law and data privacy implications, the use of AI is a growing area of focus for regulators and the UK government. A UK government white paper on the topic of AI regulation is expected in late 2022. In the meantime, there are several considerations for employers implementing AI technology throughout the employment lifecycle.
There is no single, recognised definition for AI. Broadly, AI is understood as an umbrella term for a range of algorithm-based technologies that solve complex tasks by carrying out functions that previously required human thinking.
In the employment context, accelerated by the COVID-19 pandemic, AI is increasingly being used in all stages of the employment relationship. In recruitment, in particular, there are clear benefits in using AI to reduce resource time and costs. AI technology can be used to review and filter job applications, and even to assess interview performance by using natural language processing and interview analytics to determine a candidate’s suitability in light of their soft skills and personality traits. In turn, this reduces the amount of time that needs to be spent on these tasks by talent sourcing specialists and human resources, allowing them to focus on other valuable work. Despite these benefits, there are some key risks and associated...
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