Abstract
As artificial intelligence (AI) becomes increasingly embedded in employment practices, particularly in hiring and screening, the need for robust regulatory frameworks is urgent. This Article focuses on the growing use of AI in workplace decision-making, highlighting the risks of algorithmic bias and discrimination. It argues that while the United States lacks a unified legal approach to governing AI in employment, the European Union (EU) has taken a more proactive and comprehensive stance. Through instruments like the proposed EU AI Act and existing data protection laws such as the General Data Protection Regulation (GDPR), the EU imposes meaningful obligations on employers to ensure transparency, fairness, and accountability in automated decision-making. In contrast, the United States relies on a fragmented patchwork of state laws and agency guidance, leaving significant gaps in protection for job applicants and workers. This Article contends that the United States should look to the EU model as a blueprint for effective AI regulation in the workplace to ensure that efficiency gains do not come at the expense of equity and human dignity.
First Page
173
Recommended Citation
Sarah Yee,
The Final Payroll: Human Resources, Meet Machine Resources,
4
Student J. Info. Priv. L.
173
(2026).
Available at:
https://digitalcommons.mainelaw.maine.edu/sjipl/vol4/iss2/7
