In this episode, we explore the intersection of artificial intelligence and German labor law. Labor and employment lawyers Judith Becker and Elisa Saier discuss key German employment laws that must be kept in mind when using AI in the workplace; employer liability for AI-driven decisions and actions; the potential elimination of jobs in certain professions by AI and the role of German courts; and best practices for ensuring fairness and transparency when AI has been used in hiring, termination and other significant personnel actions. ----more---- Transcript:  Intro: Hello and welcome to Tech Law Talks, a podcast brought to you by Reed Smith's Emerging Technologies Group. In each episode of this podcast, we will discuss cutting-edge issues on technology, data, and the law. We will provide practical observations on a wide variety of technology and data topics to give you quick and actionable tips to address the issues you are dealing with everyday. Judith: Hello, everyone. Welcome to Tech Law Talks and to our new series on AI. Over the coming months, we'll explore the key challenges and opportunities within the rapidly evolving AI landscape. Today, we will focus on AI in the workplaces in Germany. We would like to walk you through the employment-level landscape in Germany and would also like to give you a brief outlook on what's yet to come, looking at the recently adopted EU regulation on artificial intelligence, the so-called European Union AI Act. My name is Judith Becker. I'm a counsel in the Labor and Employment Group at Reed Smith. I'm based at the Reed Smith office in Munich, and I'm here with my colleague Elisa Saier. Elisa is an associate in the Labor and Employment Law Group, and she's also based in the Reed Smith office in Munich. So, Elisa, we are both working closely with the legal and HR departments of our clients. Where do you already come across AI in employments in Germany and what kind of use can you imagine in the future? Elisa: Thank you, Judith. I am happy to provide a brief overview of where AI is already being used in working life and in employment law practice. The use of AI in employment law practice is not only increasing worldwide, but certainly also in Germany. For example, workforce planning and recruiting can be supported by AI. Therefore, already a pretty large number of AI tools does exist for recruiting, for example, in the job description and advertisement, the actual search and screening of applicants, as well as in the interview process, the selection and hiring of the right match, and finally the onboarding process. AI-powered recruiting platforms can make the process of finding and hiring talents more efficient, objective, and data-driven. These platforms use advanced algorithms to quickly scan CVs and applications and automatically pre-select applicants based on criteria such as experience, skills, and educational background. This does not only save time, but also improves the accuracy of the match between candidates and vacancies. In the area of employee evaluation, artificial intelligence offers the opportunity to continually analyze performance data and evaluate them. This enables managers to make well-founded decisions about promotions, salary adjustments, and further training requirements. AI is also used in the field of employee compensation. By analyzing large amounts of data, AI can identify current market trends and industry-specific salary benchmarks. This enables companies to adjust their salaries to the market faster and more accurately than with traditional methods. When terminating employment relationships, AI can be used with the social selection process, the calculation of severance payments, and drafting of warnings and termination letters. Finally, AI can support compliance processes, for example, in the investigation of whistleblowing reports received via Ethic Hotline. Overall, it is fair to say that AI has arrived in practice in the German workplace. This ce