The U.S. Department of Labor has laid out guiding principles to help employers and AI developers implement artificial intelligence (AI) in ways that improve worker well-being. Central to these guidelines is the belief that AI should be used to empower workers rather than marginalize them. As AI continues to reshape industries, these best practices emphasize transparency, worker input, and ethical development to mitigate risks like job displacement, loss of autonomy, or algorithmic bias. The Department’s approach is informed by President Biden’s Executive Order on AI, underscoring the administration’s commitment to balancing innovation with worker protections.

The framework insists on early involvement of workers in the design and implementation of AI systems, ensuring their input is not only sought but valued throughout the process. This proactive engagement helps prevent unintended consequences, such as workers feeling alienated by new technologies. A key theme in the principles is the importance of training workers to use AI effectively, which serves a dual purpose: minimizing job displacement and equipping employees with the skills needed to thrive in an AI-enhanced workplace. Employers and unions are encouraged to collaborate in developing agreements that outline sensible AI adoption, striking a balance between technological advancements and worker rights.

The Department also warns against using AI systems in ways that could erode labor rights, such as by surveilling worker activities to discourage organizing efforts. Instead, AI should complement the workforce, improve job quality, and offer new opportunities, particularly for underserved communities. AI governance, human oversight, and continuous evaluation of AI systems are presented as essential elements in this effort. These measures ensure that AI decisions remain transparent and accountable, fostering trust between employers and employees.

An essential component of the framework is the responsible use of worker data. The Department urges employers to limit data collection to necessary business purposes, safeguarding employees’ privacy. Transparency about what data is collected and how it is used is emphasized, along with providing workers access to their data and opportunities to correct inaccuracies. AI systems should also avoid exacerbating discrimination; regular audits are recommended to monitor for any disparate impact on protected groups.

The guidelines also highlight the need to support workers through transitions brought about by AI implementation. Employers are encouraged to invest in upskilling and reskilling programs to prepare employees for shifts in job roles. Furthermore, the principles suggest that companies should share the benefits of productivity gains with their workforce, whether through improved wages or better working conditions. The overall aim is to integrate AI in a way that uplifts workers, enhancing their autonomy and contributions rather than replacing them.

These principles and best practices offer a flexible yet structured approach, recognizing that not all industries or workplaces will implement AI in the same way. Employers are encouraged to tailor these recommendations to their specific contexts, while still aligning with the broader goal of using AI to advance worker well-being. The Department also acknowledges the importance of continuous learning and adaptation, advocating for feedback loops and mechanisms that allow for iterative improvements in AI systems.

By following these guidelines, employers and AI developers can build an AI-powered future that prioritizes workers’ needs and ensures that technology serves as a tool for empowerment rather than exclusion. The stakes are high, as the way AI is implemented today will have far-reaching implications for the future of work. The Department’s principles provide a roadmap for navigating this transformation thoughtfully, ensuring that both businesses and their employees can thrive in an increasingly automated world.

This blog post summarizes principles and best practices outlined by the U.S. Department of Labor and it is not guaranteed to be accurate. It is intended for informational purposes only and does not constitute legal advice or a definitive interpretation of law.