The author presents the conditions for the development of Artificial Intelligence in the European Union, directly related to work performed by humans together with “learning” automatic devices, and discusses legal issues regulating the functioning of this intelligence under direct human supervision.

Modern technology and artificial intelligence are increasingly being used in labour relations. Technological solutions support employers in managing the organisation, reduce the cost of supervising the work process, and enable easier and faster control of employees’ work. However, the use of technology, especially without sufficient human supervision, raises risks in the area of employees’ right to privacy and data protection. Not only can it risk violating data protection laws and lead to violations of employee privacy, discrimination or even dehumanising working conditions. The article aims to identify the potential risks to the protection of employees’ personal data in connection with the use of high-tech solutions and artificial intelligence in labour relations, and the obligations of the employer of data processing, in accordance with the principles set forth by the RODO.

This article summarises key issues related to digital platforms and their impact on the labour market. It first discusses the concept and spread of digital platforms, which can exacerbate labour market inequalities and worsen working conditions. It then looks at the European directives that address non-standard workers, particularly platform workers, focusing on the personal scope of application and the rebuttable presumption of an employment relationship. These directives have a significant impact on the coverage of digital platform workers, but raise questions about their adoption at the national level. The article also examines Polish regulations on employment relationships and the possible incorporation of a rebuttable presumption into Polish law in the context of the protective function of labour law.

Legal regulation of remote work was introduced to the Polish Labour Code by the Act of 1 December 2022 amending the Labour Code and certain other acts, which entered into force on 7 April 2023. The new legislation includes a legal definition of remote work. Remote work is a broader concept than the previously existing definitions of telework and teleworker. The essence of remote work is that it is carried out at a place indicated
by the employee and agreed in each case with the employer, this place being outside the employer’s premises.