It won’t have escaped your attention that AI is in the news a lot at the moment. Following the release of ChatGPT at the end of 2022, not a week seems to go by without headlines either extolling its benefits or panicking about its risks.
Irrespective of which side of the fence you sit on, what is clear is that rapidly advancing AI is here to stay. With that comes the increasing need to consider AI risk management, particularly in areas where AI has the potential to make or inform decisions about individuals. The field of employment is a prime example of this.
In this blog, we look at the current (though evolving) legal and regulatory landscape in the UK regarding the use of AI in employment, as well as how employers might navigate their way through it.
When it comes to worldwide regulation of AI, there is currently no consensus as to approach. While the EU is preparing strict regulation and tough restrictions on the use of AI, with Italy banning ChatGPT over privacy concerns, the UK is planning “an innovative and iterative approach” to regulation.
In its recently published White Paper A pro-innovation approach to AI regulation, rather than introducing new legislation the UK Government proposes a system of non-statutory principles overseen and implemented by existing regulators.
What this means for the employment sector is that the Government intends to “encourage” the Equality and Human Rights Commission and the Information Commissioner to work...
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