{"id":25632,"date":"2025-07-31T09:01:46","date_gmt":"2025-07-31T07:01:46","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/ia-nei-processi-hr-il-ministero-del-lavoro-fissa-le-indicazioni-operative-per-la-corretta-adozione-dellia-nei-luoghi-di-lavoro-2\/"},"modified":"2026-02-16T16:22:25","modified_gmt":"2026-02-16T15:22:25","slug":"ia-nei-processi-hr-il-ministero-del-lavoro-fissa-le-indicazioni-operative-per-la-corretta-adozione-dellia-nei-luoghi-di-lavoro","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/en\/insights\/ai-in-hr-processes\/","title":{"rendered":"AI in HR processes: the Ministry of Labour sets operational guidelines for the proper adoption of AI in the workplace"},"content":{"rendered":"\n<p><em>The use of Artificial Intelligence systems for company decision-making processes concerning employees \u2013 such as recruitment, task assignment, performance evaluation or disciplinary measures \u2013 is permitted only when adequate safeguards are in place. This is what is established by the Guidelines for the implementation of AI in the workplace, published by the Ministry of Labour in June 2025.<\/em><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What can a company do to comply with the Guidelines?<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Conduct a comprehensive mapping of the AI systems used within the company<\/strong>, specifying their objectives, the data processed, areas of application, and the responsible parties.<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Ensure mandatory human oversight<\/strong>: any decision affecting an employee\u2019s legal position (such as hiring or dismissal) must be verifiable and validated by a competent human reviewer.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-gallery has-nested-images columns-default is-cropped wp-block-gallery-1 is-layout-flex wp-block-gallery-is-layout-flex\">\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" data-id=\"19931\" src=\"https:\/\/www.delucapartners.it\/wp-content\/uploads\/2025\/01\/Cyber-security-1024x678.png\" alt=\"\" class=\"wp-image-19931\"\/><\/figure>\n<\/figure>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Ensure algorithmic transparency<\/strong>: employees must be informed, in clear language, about how the AI system works, the criteria it uses, and their right to challenge decisions.<\/li>\n\n\n\n<li><strong>Carry out a Data Protection Impact Assessment (DPIA)<\/strong> and a Legitimate Interest Assessment to identify and mitigate risks of discrimination, bias, errors, or privacy breaches.<\/li>\n\n\n\n<li><strong>Update internal documentation<\/strong> (privacy notices, internal policies, processing records, authorisation letters) with explicit reference to the use of AI.<\/li>\n\n\n\n<li><strong>Review contracts with IT suppliers<\/strong>: it must be clear who develops, monitors, and maintains the system, as well as the limits of liability.<\/li>\n<\/ul>\n\n\n\n<p>Improper management of AI systems exposes the company not only to risks of breaching data protection laws (GDPR) but also to potential penalties and litigation for violating workers\u2019 rights, with reference to Article 4 of the Workers\u2019 Statute and the principles of non-discrimination, as well as to the information obligations under Legislative Decree 104\/2022 (the so-called Transparency Decree).<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The use of Artificial Intelligence systems for company decision-making processes concerning employees \u2013 such as recruitment, task assignment, performance evaluation or disciplinary measures \u2013 is permitted only when adequate safeguards are in place. This is what is established by the Guidelines for the implementation of AI in the workplace, published by the Ministry of Labour [&hellip;]<\/p>\n","protected":false},"author":5,"featured_media":25633,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[177,190,208],"tags":[2097,2176,2179,2131],"class_list":{"0":"post-25632","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","6":"hentry","7":"category-insights","9":"category-publications","10":"tag-ai","11":"tag-hr-en","12":"tag-ia-2-en","13":"tag-intelligenza-artificiale-en"},"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>AI in HR processes: the Ministry of Labour sets operational guidelines for the proper adoption of AI in the workplace - De Luca &amp; Partners<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.delucapartners.it\/en\/wp-json\/wp\/v2\/posts\/25632\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"AI in HR processes: the Ministry of Labour sets operational guidelines for the proper adoption of AI in the workplace - De Luca &amp; Partners\" \/>\n<meta property=\"og:description\" content=\"The use of Artificial Intelligence systems for company decision-making processes concerning employees \u2013 such as recruitment, task assignment, performance evaluation or disciplinary measures \u2013 is permitted only when adequate safeguards are in place. 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