Most days, we see an article in the media about how AI is becoming part of our everyday lives. There is no doubt whatsoever that the power of AI and advanced technology can support businesses to become more streamlined, effective and efficient but this also presents challenges to employers.

AI is becoming more and more integrated into the workplace, with a recent surveys and reports telling us that the number of employees using AI in their day-to-day roles is increasing.

At Advo, we also embrace the power of AI and recognise how this can support our business and improve service delivery to our clients. However, we see AI as a tool that complements human expertise, not a replacement.

More and more job seekers are using AI in job applications. Candidates are picking up key words and skills in the advertisement and aligning them to their application resulting in a number of similar candidates who appear to be highly matched to the role. This poses the question as how does the employer now confidently determine a shortlist?

There has also been recent media coverage that workers are using as AI technology to submit any application, e.g. flexible working etc., concerns, grievances and appeals to their employer and indeed, it is reported that the number of AI generated claims to the Employment Tribunal has increased.

Any claim may once have seemed to an employee to be an onerous and somewhat daunting prospect. This tool now enables employees to voice their concerns, or anything at all in writing, making the process much more accessible. AI will support the drafting of any documentation and will generate any associated breach of company employment legislation.   However, this automated resource may provide incorrect information or incorrect breaches of legislation Regardless of this, if an employer receives any concern or indeed an Employment Tribunal claim, they are required to respond.

Advo would always support employers upon receipt of any concerns or claims made and our expertise means that we can determine any potential breaches and / or inaccuracies. We would suggest that employees are asked to describe, in their own words, specific examples of what happened, and are spoken to by their manager and it is anticipated that this approach would add clarity and bring a situation to life.

To avoid risk of litigation, Advo would recommend a review of employee documentation to ensure that all policies are drafted in line with current legislation, company policies and good practice and expectations are clearly communicated to everyone. If there is any deviation, employees should be managed fairly and in line with company policies and good practice.

Advo supports businesses with the drafting of all employee documentation and provide commercial, pragmatic and compliant advice to any employee related matter, bringing about a satisfactory conclusion and mitigating risk.

We truly believe that AI is a fantastic additional resource in the workplace toolbox but the fundamental key to productivity and employee engagement is the way in which people are treated at work with nothing replacing the human touch!