UK Trends and Developments Contributed by: Diane Gilhooley and Paul Fontes, Eversheds Sutherland
Final Remarks UK employment law is in a period of significant change. During this period, organisations must proac - tively respond and adapt, as the changes will directly impact and shape future workforce strategies. It will be essential for legal, operational and HR teams to operate in close partnership, adjusting workforce plans, reviewing costs and policies, updating con - tracts, and ensuring ongoing legal compliance so that all aspects of the workforce strategy remain in step with the evolving legal landscape.
of practice for organisations developing or deploying AI and automated-decision making. Practical implications As the adoption of new technology within workplaces continues to expand, businesses are adopting a num - ber of practical strategies to navigate the new land - scape, including: • carrying out thorough due diligence and ongoing testing of AI tools, including data protection and equality impact assessments; • ensuring human oversight of output; • having clear employment policies on AI use; • adopting transparent workforce communication strategies for any new AI tools, including compli - ance with any legal information and consultation obligations; • including appropriate warranties and indemnities in contracts with suppliers; and • assessing the impact of new AI tools on organisa - tional values including wellbeing, equal opportuni - ties, etc.
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