There is no doubt that AI is rapidly reshaping the world of work. From suspiciously worded emails to new tools that integrate new AI-powered features, if you are a worker, there’s a high chance that you are already interacting with AI tools regularly. The use of AI, especially with the emergence of generative AI and its most well-known app, ChatGPT, is becoming increasingly normalised.
Current EU regulations, including the recently adopted AI Act and the Platform Work Directive, are not specifically equipped to protect all workers from the risks AI poses.
The good news is that the conversation has already started. The European Commission’s political guidelines for 2024–2029 mention that the new Action Plan on the implementation of the European Pillar of Social Rights will include “initiatives looking at how digitalisation is impacting the world of work, from AI management to telework and the impact of an ‘always-on’ culture on people’s mental health.” But, will that be enough to protect workers?
The potential of AI is undeniable. It can improve productivity, perform time-consuming and tedious tasks for you, enhance decision-making, and foster innovation across industries. But as with any technology, AI systems are ambivalent. They can also amplify workplace surveillance, erode workers’ privacy, increase workload, and introduce new forms of discrimination.
This is not to mention the massive energy consumption tied to its use or the deep concerns over the accuracy of content generated by these algorithmic systems—known as Narrow AI—which dominate our daily interactions. Without robust protections, workers will find themselves at the mercy of algorithms that control their careers, pay, and even mental well-being. Would you be able to advance your best interests and have a reasonable conversation if your boss is an AI?
The EU has made progress with legislation like the General Data Protection Regulation (GDPR) and the AI Act, but these frameworks fall short when it comes to workplace protections. While GDPR was a landmark in data privacy, it wasn’t designed to tackle the specific challenges AI presents in employment. Similarly, the AI Act provides AI developers and deployers with clear requirements and obligations regarding specific uses of AI and introduces a risk-based approach. It lists “as a high-risk AI-based medical software or AI systems used for employment, recruitment, workers management and access to self-employment’, but leaves very little place for social dialogue.
The upcoming Platform Work Directive takes a step forward, but its scope is limited to gig workers only. Moreover, the above policies focus only on reacting to the risks stemming from AI, such as task automation and algorithmic management. However, the EU must take the lead by proactively (re)directing solutions, addressing gaps in the protection of workers’ rights, and ensuring that humans remain in control.
The European principle of “human-in-command” must be fit to challenge new technologies through the EU adaptation of pro workers regulatory frameworks that put workers first. When an AI tool is deployed in the workplace, we need to ensure that the safe and fair working conditions of employees are safeguarded and that workers are involved in the deployment process. Crucially, trade unions and social dialogue must be at the heart of this effort. Involving workers in AI deployment not only builds trust but also improves outcomes for businesses.
As it stands, the EU legislative framework lacks the teeth to prevent the worst-case scenarios. AI tools are already being used to make decisions about hiring, promotions, and even layoffs. Workers’ data is being mined for metrics that are opaque and often unchallengeable. If EU lawmakers fail to act swiftly, we risk creating a dystopian future where workers are constantly monitored and managed by algorithms, with little room for autonomy, human control, recourse and discussion.
The EESC is currently working on a new opinion titled “For an Artificial Intelligence Pro-Workers: The Trade Union Role to Prevent and Minimise the Negative Impacts on the World of Work,” which will be adopted in the EESC Plenary Session in January 2025. This opinion will include the voices of workers, employers, and civil society, and aims to encompass recommendations for a “human-in-command” approach to AI in the workplace. The opinion will also include a specific request from the upcoming Polish Council Presidency to ensure workers’ social inclusion in a fast-changing labour market.
Our message is clear: the time to act is now. Europe’s digital revolution must be about more than just competitiveness and innovation—it must also prioritise protecting workers’ rights in an increasingly automated world. We call on the European Commission to show greater ambition for AI and workers’ rights in its new mandate.
Lucie Studničná, President of the European Economic and Social Committee (EESC) Workers’ Group and Franca Salis-Madinier, member of the EESC and rapporteur of the EESC opinion: “For a pro-worker artificial intelligence: trade unions’ role in preventing and minimising the negative impacts on the world of work”
