Artificial intelligence (AI) is rapidly becoming a strategic priority for many organizations. Many companies feel the urgency to adopt it, and as employment attorneys, we have observed how quickly it is influencing human resources (HR) practices. Generative AI, in particular, offers significant potential for operational efficiency. However, its adoption also presents legal risks that require careful consideration. We are here to help navigate those complexities.

If your company is using (or considering using) AI in HR, this article will walk you through the benefits, the legal landmines and the practical steps you can take to stay compliant.

Understanding the Difference Between Generative AI and Traditional AI

First, understanding the distinction between generative AI and traditional AI

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