AI & Labor Law Compliance is one of the most pressing legal challenges in the modern workplace. Companies increasingly use AI for recruiting (Automated Hiring), employee monitoring, and performance evaluation (Algorithmic Management). However, implementing these technologies entails serious risks: discrimination, personal data breaches, and violation of labor rights. Georgian legislation strictly protects employee rights, especially regarding surveillance and data processing. An improperly implemented "smart" system can lead to mass labor disputes and severe fines.
Our service ensures that your HR technologies are fully compliant with Georgian law. The service includes:
- Automated Hiring Audit: Checking screening algorithms (ATS) for discriminatory parameters to prevent blocking candidates based on age, gender, or other characteristics.
- Legalizing Monitoring Systems: Providing legal justification for analyzing employee behavior (e.g., keystroke logging, screen captures) and drafting consent forms.
- Algorithmic Management Policy: Developing rules on how data provided by AI should be used when making decisions (e.g., bonuses or dismissal).
- Data Protection in HR: Protecting employee biometric data and private information within AI systems.
- Labor Dispute Prevention: Adapting internal regulations and employment contracts to the technological reality.
Let's consider the risks. A large logistics company uses an app to track courier routes and speed. The algorithm automatically fines or "blocks" a courier if they fail to meet a set norm. This can be considered illegal dismissal and a gross violation of labor rights if a human does not intervene in the process. Second example: Cameras with facial recognition and emotion analysis are installed in an office to assess employee engagement. This is a direct violation of the Law on Personal Data Protection (disproportionate interference). Third case: A recruiting system filters resumes and favors graduates from specific universities, which in practice leads to social discrimination.
In Georgia, this field is regulated by the Organic Law Labor Code of Georgia (prohibition of discrimination, grounds for dismissal), the Law on Personal Data Protection (processing of employee data), and the Law on the Elimination of All Forms of Discrimination. Recommendations from the Data Protection Inspector regarding workplace surveillance, which strictly limit technological control, are also crucial.
Specialists conduct an "HR Technology Audit." All software used by the HR department is checked. A "Transparency Notice" is drafted for employees, explaining what data is collected and how AI processes it. "Human Review" mechanisms are also implemented so that no significant decision (e.g., firing) is made solely based on an algorithm.
Legal.ge is a platform uniting experts in labor law and technology law. Digital HR is efficient, but it must be humane and lawful. Protect your company from fines and maintain employee trust with the help of Legal.ge.
Updated: ...