The legal pitfalls of using AI at work

Businesses are increasingly using artificial intelligence (AI) to speed up decision-making and other HR processes, such as recruitment, work allocation, management decisions and dismissals. Profiling: using algorithms to categorise data and find correlations between data sets. This can be used to make predictions about individuals; for example, by collecting data on employees to predict and/or conclude they are not meeting targets, potentially leading to capability proceedings or dismissals. Automated decision-making (ADM): where AI is used to make a decision, without human intervention. For example, where a job candidate is required to undertake a personality questionnaire as part of a recruitment process and is automatically rejected on the basis of their scoring. Machine learning: where machines are taught, using algorithms, to imitate intelligent human behaviour.