AI at work: opportunities and risks for the future of work

AI at work: opportunities and risks for the future of work

Emden, Deutschland - On June 16, 2025, the Delegate Assembly of IG Metall Emden took place, where Detlef Gerst from the board of the Department in principle gave an insightful input on the opportunities and challenges of artificial intelligence (AI). Three central topics were addressed: the use of AI, their effects on work and the participation of the employees in this transformation process. The use of AI in particular is increasingly regarded as a decisive factor for companies, which underlines the relevance of the topic.

But as exciting as a AI may be, there are also some risks that cannot be neglected. Data protection, automation, "technology stress" and the change in business as a social location are at the top of the list. These topics were not only recorded at the meeting, but also addressed by the Chamber of Employees in their all -round view of the operational challenges. Because it is clear: technically possible AI applications are not always wanted and must be well thought out to be used in the interests of the employees:

regulation and participation

As IG Metall emphasizes, the college is sensitized: inside with regard to the use of AI. The regulation of these new technologies must be carried out by legislation and company agreements in order to expand the participation. A lot has happened in the context of the Works Constitution Act, especially in recent years. The works council statement law of 2021 has anchored the term KI in the BetrVG. This gives the works councils certain rights, such as information and consulting rights in the planning of AI operations that will be of great importance in the future working world.

The current discussions make it clear: there are still no special legal regulations and generally valid definitions for AI. Ethical questions arise especially when AI systems decide on restructuring and discharge measures. Clear boundaries and rules are required here to minimize the risks and to shape the use in the interests of the employees. These challenges are also emphasized by the KPMG experts who have pointed out the labor law framework that will apply from August 1st with the entry into force of the EU AI Act.

effects on the HR area

What does the EU AI act bring for the labor market? The regulations that come into force in August have far -reaching consequences for HR departments in the EU. High-risk Ki applications must meet strict requirements and a documentation obligation exists for compliance with the regulations. This also includes that the works council must be intensively involved in the introduction of AI systems. After all, these are technologies that can not only revolutionize the recruting process, but also recover potential risks for employees.

From the analysis of personnel requirements to automated application processes to digital mentors - the design of the world of work is changing rapidly. But companies have to make sure that no discriminatory decisions are made. A close exchange between IT, legal department and HR is necessary to keep an eye on regulations and, above all, data protection. Because the processing of personal data is a big topic that must be taken into account when using AI.

Read more on emden.igmetall.de , Arbeitauferskammer.de and ​​kpmg-law.de .