There needs to be comprehensive consideration of the legal risks associated with relying on AI tools when making decisions about employees and workplace issues
‘AI is definitely shaking things up in the employment landscape. On one hand, it’s creating new opportunities and jobs in the field of AI development, maintenance and oversight. On the other hand, it’s raising concerns about job displacement due to automation.’ [Source: ChatGPT].
‘Shaking things up’ is one way to describe the soon to be gargantuan impact that developing AI has started to have and will continue to have in the legal sector, in both practice and application.
This article will focus (albeit in brief) on the impact to employment law and the numerous practitioners in this specialised discipline, fearful that their specialism will soon be redundant. Or will it? How will something that has been around (in some form) for decades wipe out an entire discipline as we know it today? While the answer would no doubt be eloquently articulated by our friend ChatGPT, can we consider the aforementioned trusted and reliable as one would want in such a friend? Or are we gearing ourselves up to defend against what will become a foe, due to the bias that such ‘unintelligent’ tools are likely to display.
First and foremost, what is AI?
The AI and Employment Law Research Briefing (‘the...
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