{"id":31930,"date":"2026-07-02T10:23:21","date_gmt":"2026-07-02T08:23:21","guid":{"rendered":"https:\/\/www.delucapartners.it\/news\/ai-e-rapporto-di-lavoro-prime-indicazioni-dei-decreti-attuativi-e-riflessi-in-ambito-data-protection\/"},"modified":"2026-07-02T10:58:44","modified_gmt":"2026-07-02T08:58:44","slug":"ia-et-relation-de-travail-premieres-orientations-des-decrets-dapplication","status":"publish","type":"post","link":"https:\/\/www.delucapartners.it\/fr\/insights\/ia-et-relation-de-travail-premieres-orientations-des-decrets-dapplication\/","title":{"rendered":"IA et relation de travail : premi\u00e8res orientations des d\u00e9crets d’application et incidences en mati\u00e8re de protection des donn\u00e9es"},"content":{"rendered":"\n

Avec l\u2019approbation, \u00e0 titre pr\u00e9liminaire, par le Conseil des ministres, le 10 juin 2026, des premiers projets de d\u00e9crets l\u00e9gislatifs mettant en \u0153uvre la loi d\u2019habilitation en mati\u00e8re d\u2019intelligence artificielle (loi n\u00b0 132 du 23 septembre 2025), un nouveau cadre r\u00e9glementaire prend forme, appel\u00e9 \u00e0 exercer une influence significative sur l\u2019organisation du travail ainsi que sur les traitements de donn\u00e9es \u00e0 caract\u00e8re personnel dans le domaine des ressources humaines.<\/p>\n\n\n\n

Ce cadre normatif s\u2019inscrit dans un contexte multiniveau, caract\u00e9ris\u00e9 par l\u2019interaction entre la r\u00e9glementation nationale, le r\u00e8glement sur l\u2019intelligence artificielle (AI <\/a>Act) et le r\u00e8glement (UE) 2016\/679 (\u00ab RGPD \u00bb), consolidant un mod\u00e8le qui place au c\u0153ur de son approche une utilisation de l\u2019intelligence artificielle centr\u00e9e sur l\u2019humain, fond\u00e9e sur les principes de transparence, de responsabilit\u00e9 (\u00ab accountability \u00bb) et de protection des droits fondamentaux.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Processus d\u00e9cisionnels automatis\u00e9s et article 22 du RGPD<\/h2>\n\n\n\n

Une attention particuli\u00e8re est accord\u00e9e \u00e0 l\u2019encadrement des processus d\u00e9cisionnels assist\u00e9s ou automatis\u00e9s dans le cadre de la relation de travail. Dans le prolongement de l\u2019article 22 du RGPD, les d\u00e9crets introduisent une interdiction expresse des d\u00e9cisions exclusivement automatis\u00e9es dans les proc\u00e9dures affectant la conclusion, la gestion et la cessation de la relation de travail, ainsi qu\u2019en mati\u00e8re disciplinaire.<\/p>\n\n\n\n

Cette disposition renforce l\u2019obligation de garantir une intervention humaine significative, en confiant la d\u00e9cision finale \u00e0 une personne physique disposant d\u2019un pouvoir d\u00e9cisionnel autonome effectif. La violation de ce principe entra\u00eene notamment la nullit\u00e9 du licenciement fond\u00e9 sur une d\u00e9cision enti\u00e8rement automatis\u00e9e, avec des cons\u00e9quences importantes en mati\u00e8re de contentieux.<\/p>\n\n\n\n

Obligations de transparence et information renforc\u00e9e<\/h2>\n\n\n\n

Conform\u00e9ment aux principes \u00e9nonc\u00e9s aux articles 5 et 13 \u00e0 14 du RGPD, la r\u00e9glementation impose \u00e0 l\u2019employeur d\u2019assurer un niveau \u00e9lev\u00e9 de transparence dans l\u2019utilisation des syst\u00e8mes d\u2019intelligence artificielle. Il est notamment tenu de fournir au salari\u00e9, pr\u00e9alablement au d\u00e9but du traitement, une information sp\u00e9cifique concernant le recours \u00e0 des syst\u00e8mes d\u2019IA dans les processus d\u00e9cisionnels (\u00e9galement en application de l\u2019article 1-bis du d\u00e9cret l\u00e9gislatif n\u00b0 152\/1997).<\/p>\n\n\n\n

\u00c0 cette obligation s\u2019ajoute un droit d\u2019acc\u00e8s \u00ab renforc\u00e9 \u00bb, permettant \u00e0 la personne concern\u00e9e d\u2019obtenir, sur demande, une explication intelligible des logiques d\u00e9cisionnelles ainsi que des principaux param\u00e8tres utilis\u00e9s par l\u2019algorithme.<\/p>\n\n\n\n

Sur le plan pratique, ces exigences impliquent la mise en place de garanties documentaires et techniques appropri\u00e9es, conformes au principe de responsabilit\u00e9 (\u00ab accountability \u00bb) consacr\u00e9 \u00e0 l\u2019article 5, paragraphe 2, du RGPD.<\/p>\n\n\n\n

Non-discrimination, loyaut\u00e9 et minimisation des donn\u00e9es<\/h2>\n\n\n\n

La r\u00e9glementation met \u00e9galement en avant le principe de non-discrimination, en exigeant que les syst\u00e8mes d\u2019intelligence artificielle ne produisent pas d\u2019effets discriminatoires fond\u00e9s notamment sur le sexe, l\u2019\u00e2ge, l\u2019origine ethnique ou la situation personnelle.<\/p>\n\n\n\n

Du point de vue de la protection des donn\u00e9es, cela implique pour l\u2019employeur :<\/p>\n\n\n\n

    \n
  • la v\u00e9rification pr\u00e9alable de l\u2019existence d\u2019\u00e9ventuels biais algorithmiques ;<\/li>\n\n\n\n
  • l\u2019adoption de mesures techniques et organisationnelles appropri\u00e9es afin de garantir l\u2019exactitude des donn\u00e9es ;<\/li>\n\n\n\n
  • le respect des principes de minimisation des donn\u00e9es et de limitation des finalit\u00e9s pr\u00e9vus \u00e0 l\u2019article 5 du RGPD.<\/li>\n<\/ul>\n\n\n\n

    Incidences en mati\u00e8re de sant\u00e9 et de s\u00e9curit\u00e9 au travail et de traitement des donn\u00e9es<\/h2>\n\n\n\n

    Les d\u00e9crets interviennent \u00e9galement dans le domaine de la sant\u00e9 et de la s\u00e9curit\u00e9 au travail, en pr\u00e9voyant que les syst\u00e8mes d\u2019intelligence artificielle ayant une incidence sur l\u2019organisation du travail ou sur les rythmes de production doivent \u00eatre int\u00e9gr\u00e9s \u00e0 l\u2019\u00e9valuation des risques pr\u00e9vue par le d\u00e9cret l\u00e9gislatif n\u00b0 81\/2008.<\/p>\n\n\n\n

    Dans ce contexte, le traitement de donn\u00e9es \u00e0 caract\u00e8re personnel \u2013 souvent r\u00e9alis\u00e9 \u00e0 grande \u00e9chelle et portant \u00e9galement sur les performances et les comportements des travailleurs \u2013 requiert une vigilance particuli\u00e8re au regard :<\/p>\n\n\n\n

      \n
    • de la n\u00e9cessit\u00e9 et de la proportionnalit\u00e9 du traitement ;<\/li>\n\n\n\n
    • de la r\u00e9alisation, le cas \u00e9ch\u00e9ant, d\u2019une analyse d\u2019impact relative \u00e0 la protection des donn\u00e9es (AIPD\/DPIA), conform\u00e9ment \u00e0 l\u2019article 35 du RGPD, lorsqu\u2019il s\u2019agit de traitements automatis\u00e9s syst\u00e9matiques ou effectu\u00e9s \u00e0 grande \u00e9chelle ;<\/li>\n\n\n\n
    • de la d\u00e9termination correcte des bases juridiques applicables.<\/li>\n<\/ul>\n\n\n\n

      \u00c0 la lumi\u00e8re de ce nouveau cadre r\u00e9glementaire, la n\u00e9cessit\u00e9 appara\u00eet pour les entreprises d\u2019adopter une approche int\u00e9gr\u00e9e de la gouvernance de l\u2019intelligence artificielle, conciliant les exigences du droit du travail, de la protection des donn\u00e9es et de la sant\u00e9 et de la s\u00e9curit\u00e9 au travail. \u00c0 cette fin, il convient notamment de :<\/p>\n\n\n\n

        \n
      • cartographier les syst\u00e8mes d\u2019intelligence artificielle utilis\u00e9s dans les processus RH ;<\/li>\n\n\n\n
      • formaliser des m\u00e9canismes garantissant un contr\u00f4le humain effectif ;<\/li>\n\n\n\n
      • mettre \u00e0 jour les informations relatives \u00e0 la protection des donn\u00e9es, les politiques internes et les proc\u00e9dures applicables ;<\/li>\n\n\n\n
      • int\u00e9grer les syst\u00e8mes d\u2019IA dans les processus d\u2019\u00e9valuation des risques, y compris la r\u00e9alisation d\u2019une AIPD lorsque celle-ci est requise ;<\/li>\n\n\n\n
      • assurer une formation sp\u00e9cifique du personnel sur les risques et les limites des syst\u00e8mes d\u2019intelligence artificielle mis en \u0153uvre.<\/li>\n<\/ul>\n\n\n\n


        <\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"

        Avec l\u2019approbation, \u00e0 titre pr\u00e9liminaire, par le Conseil des ministres, le 10 juin 2026, des premiers projets de d\u00e9crets l\u00e9gislatifs mettant en \u0153uvre la loi d\u2019habilitation en mati\u00e8re d\u2019intelligence artificielle (loi n\u00b0 132 du 23 septembre 2025), un nouveau cadre r\u00e9glementaire prend forme, appel\u00e9 \u00e0 exercer une influence significative sur l\u2019organisation du travail ainsi que […]<\/p>\n","protected":false},"author":2,"featured_media":29981,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[175,198,204],"tags":[2236,2133],"class_list":["post-31930","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights","category-news","category-practice","tag-ia-2-fr","tag-intelligenza-artificiale-fr"],"acf":[],"yoast_head":"\nIA et relation de travail : premi\u00e8res 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