As artificial intelligence (AI) continues to transform the workplace, employers are increasingly relying on automated systems to inform workforce decisions. From performance tracking to predictive analytics, AI is reshaping how organisations manage talent. But when it comes to redundancy, this shift raises complex legal and ethical questions.
Despite the growing influence of AI, UK redundancy law has not fundamentally changed. Employers remain bound by long-standing principles of fairness, transparency, and explainability in dismissal processes. This means that even if an algorithm suggests a role is no longer needed, the employer must still ensure that the decision is justifiable and communicated clearly to the affected employee.
In a recent article published by Raconteur, Bellevue Law Associate Chloe Grant contributed insights into the intersection of AI and employment law. Reflecting on the experience, she said:
I really enjoyed contributing to this thought-provoking Raconteur piece on all things AI and redundancy related (with a bit of myth-busting along the way). Recommended reading for anyone interested in tech, employment law, and/or the future of work in the UK.
The article explores whether current legal frameworks are equipped to handle the challenges posed by algorithmic decision-making. Legal experts are increasingly concerned that existing protections may not be sufficient to safeguard employees from unfair or opaque redundancy processes driven by AI.
As this issue evolves, it calls for careful management by employers and may soon demand updated regulation to address the algorithmic impact on jobs. Ensuring that technology enhances rather than undermines fairness in the workplace will be key to maintaining trust and compliance.
Read the full article here: https://www.raconteur.net/talent-culture/redundancy-law-ai
