Artificial intelligence has revolutionized working capacity of employees by increasing efficiency and due diligence in work. Acknowledging the impact of AI on workers, and its transformative effect on industries, U.S. Department of Labor (DOL) has released the “Artificial Intelligence and Worker Well-Being: Principles and Best Practices for Developers and Employers”. This non-binding framework is designed to guide employers and AI developers on how to incorporate AI in various industries while safeguarding workers’ rights and enhancing job quality.
The Principles are designed to promote the Ethical and responsible use of AI along with empowering worker’s and the working environment.
Principles outlined in the report are:
Centering Worker Empowerment
“Workers and their representatives, especially from underserved communities, should have genuine input in the design, development, and oversight of AI systems for use in the workplace.”
This principle emphasizes that workers should not be passive recipients of new technologies but active participants. By involving employees early in the AI design and deployment process, businesses can better align technology with job quality and employee well-being. In unionized workplaces, employers are encouraged to negotiate in good faith regarding AI implementation and monitoring practices.
Ethically Developing AI
“AI systems should be designed, developed, and trained in ways that protect workers.”
The DOL stresses the need for ethical AI development, which prioritizes safety, fairness, and civil rights. Developers must mitigate biases embedded in AI systems and conduct impact assessments to ensure the technology does not cause harm or foster discrimination. The framework urges developers to perform regular audits and publish their findings to promote transparency.
Establishing AI Governance and Human Oversight
“Organizations should have clear governance systems, human oversight, and evaluation processes for AI systems used in the workplace.”
Employers are encouraged to establish governance structures to oversee AI use within their organizations. A key recommendation is ensuring that humans—not algorithms—retain the final say in critical employment decisions such as hiring, promotions, and terminations. The DOL advises that organizations should also document significant employment decisions made with AI and provide appeal mechanisms for employees affected by these decisions.
Ensuring Transparency in AI Use
“Employers should be transparent with workers and job seekers about the AI systems being used in the workplace.”
Transparency builds trust and prepares employees for changes brought by AI. According to the DOL, employers should notify employees in advance about AI monitoring systems and provide clear explanations of how AI will be used to make employment-related decisions. Where feasible, workers should also have the opportunity to view and correct any data used in AI decisions that impact their employment.
Protecting Labor and Employment Rights
“AI systems should not violate or undermine workers’ right to organize, health and safety rights, or anti-discrimination protections.”
The framework warns against AI technologies that could infringe upon labor rights, such as monitoring or suppressing union activities. Employers must ensure that AI tools align with labor laws, including wage and safety standards, and they are urged to avoid using systems that reduce break times or unfairly penalize employees exercising their rights.
Using AI to Enable Workers
“AI systems should assist, complement, and enable workers, improving job quality.”
Rather than replacing workers, AI should empower them. The DOL encourages employers to adopt AI systems that reduce repetitive tasks and allow employees to focus on higher-value activities. Piloting new AI technologies before full deployment can also help workers learn and adapt to the tools gradually, improving both job satisfaction and performance.
Supporting Workers Impacted by AI
“Employers should support or upskill workers during job transitions related to AI.”
AI-related job transitions require careful planning to prevent displacement. The framework advises companies to offer training programs to help workers acquire new skills and transition into roles where AI plays a complementary function. In cases of workforce reductions, employers are encouraged to reallocate displaced employees to other roles within the organization and collaborate with state workforce programs for additional training and upskilling opportunities.
Ensuring Responsible Use of Worker Data
“Workers’ data collected, used, or created by AI systems should be limited in scope, used only for legitimate business aims, and handled responsibly.”
Data privacy is a critical concern in AI-driven workplaces. Employers must limit data collection to what is necessary for business purposes and ensure compliance with privacy laws. The DOL recommends that companies create procedures to promptly notify workers of any data breaches and obtain explicit consent before sharing data with third parties. This principle reinforces the importance of protecting employees’ personal information and upholding transparency around data usage.
Key Takeaways and Action Steps for Employers
While the DOL’s framework is not legally binding, it serves as a roadmap for companies to responsibly implement AI technologies. Below are suggested action steps for employers:
- Review Existing AI Systems: Conduct audits to ensure compliance with labor and privacy laws and assess for discriminatory outcomes.
- Develop Governance Frameworks: Establish AI oversight committees and document processes for handling employment decisions influenced by AI.
- Update Privacy Policies: Align data collection practices with the principles outlined in the framework and establish protocols for addressing data breaches.
- Engage Workers and Unions: Involve employees in discussions around AI adoption and negotiate collective agreements regarding new technologies.
- Train Employees and Managers: Provide training on AI tools for all employees and ensure that managers understand how to interpret AI outputs responsibly.
Conclusion: AI for Good—A Shared Responsibility
The DOL’s Artificial Intelligence and Worker Well-Being framework provides a thoughtful guide for balancing innovation with worker protection. As AI continues to shape the modern workplace, employers and developers must work together to ensure the technology enhances job quality, respects workers’ rights, and promotes transparency. This framework offers businesses the opportunity to align their AI practices with ethical and legal standards, paving the way for a future where both companies and employees thrive.
Acting Secretary Julie Su summarized this vision best: “We should think of AI as a potentially powerful technology for worker well-being, and we should harness our collective human talents to design and use AI with workers as its beneficiaries, not as obstacles to innovation.”
References:
- https://www.linkedin.com/posts/luizajarovsky_ai-aigovernance-airegulation-activity-7254159546355453953-BW4z/?utm_source=share&utm_medium=member_android
- https://www.dol.gov/sites/dolgov/files/general/ai/AI-Principles-Best-Practices.pdf
- https://www.harrisbeach.com/insights/dol-issues-new-guidance-for-the-use-of-ai-by-employers/#:~:text=In%20response%20to%20President%20Biden’s,creates%20a%20framework%20that%20may
- https://www.dol.gov/general/AI-Principles
- https://missouriindependent.com/briefs/department-of-labor-releases-ai-best-practices-for-employers/
- https://www.lexology.com/library/detail.aspx?g=391638f5-d057-4d8b-9566-61f7dc993d23