November 2025
Adela Nuță was a speaker during the much-anticipated debate titled „Artificial Intelligence in Sensitive HR Resolutions – Complaints, Internal Investigations, and Performance Evaluation”.
Recently organized by juridice.ro, the debate represented a strong platform for Adela to convey an insightful message that focused on four main directions that define, from a legal perspective, the responsible use of artificial intelligence in human resources processes:
- AI governance,
- emotion detection,
- prevention of algorithmic discrimination, and
- employee monitoring through AI tools.
Key takeaways from Adela’s intervention include:
- AI governance represents the foundation of a correct and safe use of technology in the field of human resources. It requires clear internal rules regarding the selection and supervision of systems, ensuring transparency, and maintaining human oversight over decisions with significant impact. Only in this way can artificial intelligence operate as a support tool, and not as a substitute for human judgment and responsibility.
- Emotion detection, although often presented as an innovation, raises serious concerns regarding privacy and human dignity. The European Regulation on Artificial Intelligence (AI Act) classifies such applications as an unacceptable risk, prohibiting their use in professional contexts. The assessment of employees’ emotional states through technological means has no place in an ethical and fair working environment.
- Preventing algorithmic discrimination has become both a legal and an ethical imperative. AI systems must be carefully designed and continuously reviewed to ensure they do not replicate or reinforce existing biases within training datasets, while their decision-making logic remains transparent and intelligible. Ongoing transparency and regular audits are essential to substantiate the fairness of automated outcomes.
- When it comes to employee monitoring, the principles of transparency, proportionality, and respect for privacy must remain firmly upheld. Technology should never serve as a tool for excessive surveillance, but rather as a means of fostering trust, accountability, and integrity within the workplace. Artificial intelligence brings genuine value to HR only when guided by clear rules, sound judgment, and respect for fundamental rights.
The full video of the debate is accessible (in Romanian, for Juridice.ro subscribers) HERE.
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