Abstract

Starting from some preliminary considerations and distinctions made with respect to the artificial intelligence category, the essay aims at verifying to what extent the use of such technological approaches in the organisation of work may affect the implementation of the techniques for controlling the employer’s powers and to what extent the technique of transparency may impact on this issue, varying on the type of algorithm used. In the course of the analysis, also reconstructing the applicable legislation and the regulatory proposals under discussion at EU level, the reasoning highlights an attraction of the system of protection towards the regulatory framework concerning the processing of personal data and the important rebalancing leverage provided in this context by the source of national implementation of the EU Directive 2019/1152 on transparent and predictable working conditions, also for the enhancement of the role of the social partners and the labour inspectorate.