Per the report, just a few jurisdictions have implemented AI laws specific to the employment context
A recent report published by the International Bar Association Global Employment Institute has highlighted legal and ethical concerns raised over the rising use of artificial intelligence in recruitment, workflow automation, employee monitoring, and data analysis.
The concerns centered on transparency, employee rights, and data protection. According to the “14th Annual Global Report: National regulatory trends in human resources law” report, just a few jurisdictions have implemented AI laws specific to the employment context; as a result, regulatory approaches are disunited.
Organizational changes like technology-driven restructuring are also resulting in employment disputes. The report noted that termination and dismissal-related disputes were the most commonly litigated matters in most countries.
“This year’s report reflects how rapidly artificial intelligence is being integrated into everyday working practices across many countries. What only recently emerged as a developing trend is now influencing how work is organised and decisions are made in a growing number of workplaces,” said Dr Björn Otto, IBA GEI council member, in a statement. “This swift uptake of AI is prompting employers and regulators alike to consider its legal and practical consequences, as technology becomes an increasingly normal part of working life.”
The report called for the development of a clear governance framework specific to the use of AI at work. It urged organizations to set internal policies on AI use, data protection, and employee oversight. Organizations should also conduct training to prepare staff, assess legal risks, and facilitate transparency.
Global forecasts suggested that 85 million jobs could be lost to automation; however, the report noted that up to 97 million jobs could be generated. This suggested that AI adoption could lead to workplace transformation and not unemployment.
The report encouraged employers, policymakers, and legal practitioners to develop adaptable and transparent workplace frameworks addressing innovation, operational efficiency, and employee protection. It also highlighted issues involving shortages in skilled workforces, employee wellbeing and mental health, flexible work arrangements, and labour laws.
The “14th Annual Global Report: National regulatory trends in human resources law” report focused on legal and workplace developments between 2024 and 2025. Otto spearheaded the report’s coordination and drafting alongside fellow IBA GEI council member Todd A Solomon. They obtained responses from lawyers in 48 countries.
