- Using Artificial Intelligence for decision-making in the workplace
- To what extent are UK businesses legally permitted to allow artificial intelligence (AI) to make decisions about the recruitment and management of its employees?
- Unilever has recently announced it uses AI to assess job interviews (by analysing body language and word choices) and has faced public opposition. What are the implications of this for employers and employees alike?
- How does the use of AI sit alongside an employer’s obligations under the GDPR in respect of automated decision-making?
- Lawful processing of personal data
- Fair and transparent processing of personal data
- Data minimisation
- Data protection impact assessment (DPIA)
- Automated decision-making
- How does the use of AI sit alongside an employer’s obligations under the Equality Act 2010 (EqA 2010) not to discriminate against people because of protected characteristics, eg ethnicity, gender and disability?
- Do you see AI being increasingly used, or having input, in making recruitment and promotion decisions?
Employment analysis: Artificial Intelligence (AI) is making its way into the workplace as a way to cut costs and improve efficiency, especially in recruitment. As the decisions entrusted to AI are increasingly high-level and likely to impact people, we consider the risks and legal implications that employers should consider. Julia Wilson, partner, and Bobby Sarkodee-Adoo, associate at Baker McKenzie, set out the safeguards which employers should establish in light of the General Data Protection Regulation (EU) 2016/679 (GDPR) and to avoid unlawful discrimination under the Equality Act 2010.
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