AI in the workplace: opportunities and risks for the future of work

AI in the workplace: opportunities and risks for the future of work

The delegate meeting of IG Metall Emden took place on June 16, 2025, where Detlef Gerst from the board of the policy department gave insightful input on the opportunities and challenges of artificial intelligence (AI). Three central topics were addressed: the use of AI, its effects on work and the participation of employees in this transformation process. The use of AI in particular is increasingly seen as a competitive decisive factor for companies, which underlines the relevance of the topic.

But as exciting as AI may be, there are also some risks that cannot be ignored. Data protection, automation, “technical stress” and changing the company as a social place are at the top of the list. These topics were not only addressed at the meeting, but were also discussed by the Chamber of Employees in its all-round look at the operational challenges. Because one thing is clear: AI applications that are technically possible are not always wanted and must be carefully thought out in order to be used in the interests of the employees.

Regulation and co-determination

As IG Metall emphasizes, raising awareness among colleagues regarding the use of AI is essential. The regulation of these new technologies must be carried out through legislation and company agreements in order to expand co-determination. A lot has happened in recent years, particularly in the context of the Works Constitution Act. The Works Council Modernization Act of 2021 has anchored the term AI in the BetrVG. This gives the works councils certain rights, such as information and advice rights when planning AI deployments, which will be of great importance in the future world of work.

The current discussions make it clear: There are still a lack of specific legal regulations and generally applicable definitions for AI. Ethical questions arise particularly when AI systems decide on restructuring and layoff measures. Clear boundaries and rules are required here in order to minimize the risks and organize the operation in the interests of the employees. These challenges are also highlighted by the KPMG experts, who pointed out the labor law framework that will apply from August 1st with the entry into force of the EU AI Act.

Impact on the HR area

What does the EU AI Act specifically bring to the labor market? The regulations, which come into force in August, have far-reaching consequences for human resources departments in the EU. High-risk AI applications must meet strict requirements and there is a documentation requirement for compliance. This also means 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 recruiting process, but also pose potential risks for employees.

From the analysis of personnel needs to automated application processes to digital mentors – the design of the working world is changing rapidly. But companies must ensure that no discriminatory decisions are made. A close exchange between IT, legal departments and HR is necessary in order to keep an eye on regulations and, above all, data protection. The processing of personal data is a major issue that must be taken into account when using AI.

In summary, it can be said that the IG Metall delegates' meeting in Emden initiated an important discourse that not only covers current risks, but also the opportunities of artificial intelligence. The next steps are crucial: Companies must prepare for the new obligations of the AI ​​Act and involve the works council at an early stage in order to shape the future design of the working world in a way that is beneficial for everyone.

Read more about this on emden.igmetall.de, arbeiterkammer.de and kpmg-law.de.