# [AI at work](https://proliitto.fi/index%2ephp/index%252ephp/en/all-things-work/ai-at-work) AI at work: this page offers a toolkit for employee representatives to support responsible change. It helps you ensure AI is used ethically, transparently and fairly, while safeguarding employees’ rights in your workplace. ## AI is changing work – what can employee representatives do? Artificial intelligence is no longer a thing of the future – it has been part of everyday work in Finnish workplaces for some time. AI-driven systems are becoming increasingly common in recruitment, performance appraisals, shift planning, customer service and data management. At the same time, the need to understand what AI is, how it is used and, above all, how it affects employees is growing. For employee representatives, AI is not just a technical issue. It is a matter of labour law, ethics and co-determination, requiring new skills and a proactive approach ? What is AI – and why does it matter in the workplace? Artificial intelligence (AI) refers to technologies that enable machines to perform tasks that usually require human intelligence, such as learning, reasoning, understanding language and visual perception. It is based on algorithms and the analysis of large amounts of data, and has long been used in search engines, social media platforms and streaming services. The rapid spread of generative AI in the workplace is now creating new challenges. It can be used to: ⚡automate routine tasks, ⚡generate and organise information, ⚡summarise large volumes of information, and ⚡improve the user experience of services. Used correctly, AI can free up employees’ time for essential tasks and make work more meaningful. Used incorrectly, however, it can undermine autonomy at work, increase workloads and erode trust in the workplace as the potential for surveillance grows. ⚖️ Compliance alone is not enough – ethics and trust are key The basic requirements for the use of AI can be summed up in three words: lawful, ethical and trustworthy. ⚖️ Compliance with legislation is essential, but it does not on its own guarantee fair or acceptable outcomes. ? Ethical AI is based on principles such as respect for human autonomy, non-discrimination and fairness, transparency and explainability, and accountability. Humans are always ultimately responsible. ? Trust only emerges when employees understand what AI is used for, how decisions are made, and who will intervene if something goes wrong. ⚙️ The EU AI Act brings new rules to workplaces The EU AI Act is the world’s first comprehensive regulatory framework for artificial intelligence. ⚠️ It takes a risk-based approach to AI use: the greater the risk to people’s rights or safety, the stricter the regulation. From a workplace perspective, ‘high-risk’ systems are particularly significant. These include systems used to assess employees or job applicants, such as automated scoring and profiling, as well as systems that significantly affect employment relationships or career progression. Automated scoring and profiling can, for example, involve ranking job applicants. This is not prohibited, but care must be taken to ensure that it does not lead to discriminatory outcomes. ?️ Employers have a duty to ensure that those who use and oversee AI systems understand their logic, limitations and risks, and that no discriminatory effects arise, even inadvertently. ? GDPR and DPIAs safeguard employees’ rights in AI use ? The GDPR applies to all processing of personal data, including AI systems. ? The use of AI often requires a data protection impact assessment (DPIA), as the processing may involve a high risk to employees’ rights and freedoms. A DPIA includes an assessment of the necessity and proportionality of the processing, the risks involved, and the measures taken to mitigate them. ?‍♀️ Employees have the right to know how their data is used, the right to object to solely automated decision-making, and the right to have significant decisions affecting them reviewed by a human. ## Cooperation is the key to success The introduction of artificial intelligence falls within the scope of cooperation legislation. Changes to work, working conditions, skills requirements and supervision must be discussed in accordance with the law and openly with staff. Good cooperation on AI issues means: - open discussion of the impacts before implementation, - adequate and ongoing training, - clear ethical guidelines and rules, - effective feedback channels, - ongoing monitoring. ? It is the employee representative role to ensure that agreements are upheld – and that changes are negotiated in a timely manner. Algorithmic management challenges traditional management Algorithmic management refers to the management and organisation of work using data generated by systems and automated decisions. Shift schedules, performance metrics, access control and communication apps are everyday examples. Although the aim is efficiency, from employees’ perspective the consequences may be undesirable. Autonomy decreases when people feel unable to influence decisions that affect them. Mental strain increases and perceptions of unfairness grow. ? This is why human oversight, impact assessment and employee consultation are increasingly important. ## Employee representative – pay attention to these at your workplace AI will change work, but it must not be used as a justification for replacing employees or increasing control. Everyone must be given the opportunity to learn, develop and keep up with the change. **1. Demand clear documentation** There must be comprehensive documentation of AI systems and their intended uses to ensure that their use is understandable and manageable. **2. Require a DPIA and risk assessments** A data protection impact assessment (DPIA) and other risk assessments must be carried out in the workplace, as AI can have a significant impact on employees’ rights. **3. Ensure bias testing and non-discrimination** Ensure that systems do not contain bias (e.g. gender-related assumptions) or rely on distorted data that leads to unfair decision-making. **4. Require a training plan and ongoing skills development** Training must be provided for all staff groups, and skills development must be ensured on an ongoing basis. **5. Prevent “black-box” AI** It must be possible to understand how AI works and what its effects are. Systems must not remain opaque or unmanageable. As an employee representative, you can play a significant role in ensuring that change is fair, transparent and people-centred. > Artificial intelligence is a tool – not an end in itself. > > Good working life is not built on algorithms, but on mutual agreement, trust and responsible decision-making. [Artificial Intelligence Toolkit](https://www.eurocadres.eu/publications/artificial-intelligence-toolkit/)