Justiceface
Justiceface
Oct 30, 2025
République tchèque

AI Tools in HR May Violate Labor Laws

The integration of artificial intelligence (AI) systems into human resources (HR) practices has raised significant legal concerns in the Czech Republic. Employers are increasingly adopting AI tools for recruitment, performance evaluation, and employee monitoring. However, these technologies often infringe upon existing labor laws by discriminating against certain groups, collecting prohibited personal data, and violating employee privacy rights.

Legal Framework and AI Implementation

The Czech Labor Code (Act No. 262/2006 Coll.) does not specifically address AI usage. Nonetheless, its provisions impose substantial limitations on deploying such technologies. Employers are obligated to ensure that AI systems do not engage in discriminatory practices or process sensitive personal data without explicit consent. Additionally, employees must be informed about the use of AI tools in the workplace, and their rights to privacy must be upheld.

EU AI Regulation and Compliance

The European Union's AI Regulation (EU Regulation 2024/1689) is set to take effect on August 2, 2026. This regulation classifies AI systems used in HR as "high-risk," necessitating rigorous compliance measures. Employers must conduct comprehensive risk assessments, implement human oversight mechanisms, and maintain detailed documentation of AI system operations. Non-compliance with these obligations can result in fines up to €35 million or 7% of the company's global annual turnover, whichever is higher.

Data Protection Considerations

Under the General Data Protection Regulation (GDPR), employers are required to perform Data Protection Impact Assessments (DPIAs) when implementing AI technologies that process personal data. This assessment evaluates the potential risks to individual rights and freedoms and outlines measures to mitigate identified risks. Failure to conduct a DPIA or address its findings can lead to significant penalties under GDPR.

Recommendations for Employers

To ensure compliance with both national and EU regulations, employers should:

  • Conduct thorough audits of existing AI systems to identify potential legal risks.
  • Implement robust compliance programs that include regular training for HR personnel on AI-related legal obligations.
  • Establish clear policies and procedures for the ethical use of AI in HR practices.
  • Engage with legal experts to stay informed about evolving legislation and ensure ongoing compliance.

By proactively addressing these issues, employers can leverage AI technologies to enhance HR functions while safeguarding employee rights and adhering to legal standards.

For more detailed information, refer to the original article by bnt attorneys in CEE.