Abstract: As Artificial Intelligence (AI) advances, businesses benefit from its ability to exponentially enhance process effectiveness and efficiency, while also facing risks related to personal data protection, human dignity, and ultimately, human identity. This article aims to investigate two domains where AI is frequently employed in labor relations: recruitment and employee monitoring. In these areas, the article seeks to discuss aspects that could help clarify the conditions for the legitimate use of AI. A potential application of the ECJ's SHUFA case solution in recruitment is proposed, while the case of Amazon France Logistique is analysed concerning AI-based employee monitoring.
Keywords: AI, monitoring, recruitment, GDPR, workplace
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