Can Employers rely solely on AI assessments?

Many employers are now using AI tools to analyse productivity and identify performance concerns.

Whilst there is no single statute regulating the use of AI to manage employees,  if  AI tools are used they must comply with Data Protection Laws including the automated decision making provisions of the Data (Use and Access) Act 2026. Employees should also be informed of how AI tools are being used.

AI tools should be audited regularly for bias and accuracy to avoid inaccurate or discriminatory outcomes and employers must consider their duties under the Equality Act 2010.

AI should be  used as a decision support tool rather than a decision maker and a human should be kept in the process at all stages when decisions are being made about performance or productivity.

If you are an employer or employee and you need help on any employment issue contact us now on 01606 74301 or email gmr@mosshaselhurst.co.uk or kerry.greatorex@mosshaselhurst.co.uk