We understand the logic of the judges who have deprived top managers of an important trump card.
The Chinese court reminded employers that the introduction of AI does not cancel the labor rights of employees. On the eve of Labor Day, the department published the details of a very instructive case, which has become a noticeable signal for companies that are trying to replace people with algorithms without serious legal grounds.
The State Council of the People's Republic of China told about the case recently considered by the Hangzhou People's Court of the Middle East. The employee named Zhou was engaged in tasks at the junction of AI and moderation: he compared the requests of users with large language models, filtered illegal content and data that violate privacy. This work helped AI systems to give correct and safe answers.
After the introduction of artificial intelligence, the employer decided to transfer some of the duties to the algorithms and invited Zhou to switch to a lower position with a lower salary. The employee challenged the decision and won the case. The court actually confirmed that automation in itself does not give the company the right to terminate the employment contract or worsen the working conditions, if there are no good reasons for this.
The court’s decision was published on April 30, the day before Labor Day, which is celebrated in China on May 1. Against the background of the rapid introduction of generative AI, the verdict looks not only like a private labor dispute, but also as a warning to business: technology does not absolve the employer from responsibility to employees.
Automation can speed up the business, but should not become a convenient way to devalue a person. The stronger the companies rely on the algorithms, the more carefully they will have to consider not only the benefits, but also legal consequences.
The Chinese court reminded employers that the introduction of AI does not cancel the labor rights of employees. On the eve of Labor Day, the department published the details of a very instructive case, which has become a noticeable signal for companies that are trying to replace people with algorithms without serious legal grounds.
The State Council of the People's Republic of China told about the case recently considered by the Hangzhou People's Court of the Middle East. The employee named Zhou was engaged in tasks at the junction of AI and moderation: he compared the requests of users with large language models, filtered illegal content and data that violate privacy. This work helped AI systems to give correct and safe answers.
After the introduction of artificial intelligence, the employer decided to transfer some of the duties to the algorithms and invited Zhou to switch to a lower position with a lower salary. The employee challenged the decision and won the case. The court actually confirmed that automation in itself does not give the company the right to terminate the employment contract or worsen the working conditions, if there are no good reasons for this.
The court’s decision was published on April 30, the day before Labor Day, which is celebrated in China on May 1. Against the background of the rapid introduction of generative AI, the verdict looks not only like a private labor dispute, but also as a warning to business: technology does not absolve the employer from responsibility to employees.
Automation can speed up the business, but should not become a convenient way to devalue a person. The stronger the companies rely on the algorithms, the more carefully they will have to consider not only the benefits, but also legal consequences.
