With AI agents making their way into everyday business functions—from virtual assistants to automated HR tools—employers are entering a new era filled with both opportunity and legal complexity.
In a recent article featured by HCAMag, legal experts from McMillan LLP outline the top six issues that employers must stay ahead of as they integrate AI into the workplace. The guidance is especially relevant for HR leaders, compliance officers, and executives tasked with managing risk in a tech-driven environment.
📌 Key AI-Related Employment Law Challenges for 2024:
-
Monitoring and Surveillance Risks
The use of AI tools to track productivity or behavior must respect privacy laws and employee rights. -
Bias and Discrimination in Hiring Algorithms
Employers remain accountable for ensuring AI-driven recruiting tools do not unintentionally discriminate. -
Duty to Accommodate
As AI impacts job functions, employers must consider how to accommodate employees with disabilities or those affected by automation. -
Transparency and Employee Trust
Clear communication is essential when deploying AI—especially in decisions affecting employment terms or evaluations. -
Ownership of AI-Generated Work
Legal questions around IP and authorship continue to emerge as AI plays a larger role in content creation. -
Workplace Safety and Wellbeing
Employers must assess the psychological impact of AI systems on employees, including stress, burnout, or lack of clarity in job roles.
For guidance on how to lawfully and ethically implement AI tools in your workplace, you can contact McMillan LLP directly—or reach out to us via PrivacyRules and we’ll connect you with the right experts.