Summary:
Le Comité de l’emploi et des affaires sociales du Parlement européen a appelé la Commission européenne à introduire une loi régulant l’utilisation des technologies algorithmiques, y compris l’IA, dans les lieux de travail européens. L’objectif est d’assurer une utilisation transparente, équitable et sécurisée des systèmes de surveillance et de prise de décision automatisés qui affectent les travailleurs. Les recommandations clés incluent une supervision humaine obligatoire pour toutes les décisions importantes en matière d’emploi soutenues par la gestion algorithmique, les droits des travailleurs à des explications et à une formation, des mesures strictes de protection des données, l’interdiction du traitement de données personnelles sensibles, et l’implication des partenaires sociaux dans la mise en œuvre ; aucune charge de reporting ou administrative ne serait imposée aux employeurs, et les intérêts des employeurs et des employés sont pris en compte. Le Parlement votera sur cette initiative législative lors de sa session plénière de décembre 2025, après quoi la Commission aura trois mois pour répondre.
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The Committee on Employment and Social Affairs has taken a critical step by urging the European Commission to introduce concrete legal provisions to regulate algorithmic technologies, including artificial intelligence (AI), in European workplaces. This proposed legislation aims to ensure transparent, fair, and safe application of automated monitoring and decision-making systems while emphasizing human oversight as a cornerstone for ethical and effective workplace management.
Algorithmic management systems can significantly optimize workplace operations, such as streamlining task allocation or improving efficiency through predictive analytics. However, the risks posed by these technologies—privacy violations, biases in decision-making, and potential exploitation—necessitate strict legislative interventions. Under the proposed EU law, every decision made or supported by algorithmic technologies, particularly those related to employment termination, contract renewal, remuneration, or disciplinary actions, must be subject to human oversight. This aligns with the European Union’s core tenets of protecting human dignity and fundamental rights as outlined in the Charter of Fundamental Rights of the European Union.
Legally speaking, this request aligns with existing frameworks like the EU’s General Data Protection Regulation (GDPR), which sets strict rules regarding the processing and protection of personal data. Additionally, the AI Act—Europe’s comprehensive legislative proposal governing the development and deployment of AI—is pertinent since it specifies requirements for transparency and accountability in AI systems. The overlap between workplace-specific algorithmic management regulations and these broader laws underscores the EU’s commitment to creating systems that prevent algorithmic harm while allowing technological innovation to flourish responsibly. The proposed regulations also resonate with the Platform Work Directive, which provides a foundational basis for dealing with algorithmic decision-making systems in employment contexts by aiming to safeguard workers’ rights in gig economies and platform jobs.
From an ethical standpoint, the recommendations stress the importance of guarding workers’ dignity, autonomy, and privacy. Specific prohibitions include the processing of sensitive data related to workers’ emotional, psychological, or neurological states, off-duty behavior, and private communications. Importantly, workers must be informed about the scope and functionality of these systems. For instance, employees should know what data is collected, how decisions are made, and how human oversight is incorporated. Examples such as ethical concerns about Amazon’s use of algorithms for warehouse management highlight why transparent communication and stringent safeguards are critical.
In practice, these regulations could reshape industries with heavy reliance on algorithmic management, particularly logistics, technology services, and gig platforms such as Uber or Deliveroo. While tailoring task allocation through algorithms enhances operational efficiency, concerns remain about discrimination or mental stress from constant performance monitoring. Requiring human intervention for key employment decisions sets a precedent that prioritizes workers’ mental and physical wellbeing over profit-driven automation. Training programs for workers to understand these systems also stand to mitigate fears associated with AI, empowering employees within their job roles.
These developments reflect a balanced approach to regulation. Rapporteur Andrzej Buła asserted that the proposed rules benefit both employers and employees: companies can choose their preferred systems without excessive administrative hurdles while employees gain rights to transparency, consultation, and protection of their data. This underscores the EU’s vision of competitiveness paired with high standards for social welfare—a model of collective societal advancement.
As the European Parliament prepares to vote on this legislative initiative in December, the stakes are high. If adopted, the European Commission will have three months to respond, either to propose related action or to justify a refusal. Given the existing frameworks like GDPR and the AI Act, the Commission’s move could signify a tremendous leap into a future where technological progression and employee rights coexist. Ensuring fairness, transparency, and oversight within algorithmic management exemplifies a forward-thinking approach to mitigating risks in the increasingly digital nature of work.