Will Generative AI Leave Us Short Of Work? (Video)

Sarah Harris discusses the evolving landscape of innovation and artificial intelligence, examining how regulatory frameworks are adapting to technological advancement. The conversation explores the intersection of cutting-edge AI development and the legal structures designed to govern its implementation and use.

Recent ASA decisions highlight how AI-generated advertising content can perpetuate harmful gender stereotypes and offensive imagery, particularly through deepfake technology. As generative AI becomes increasingly prevalent in marketing campaigns, regulators are emphasizing that marketers remain fully responsible for ensuring their AI-generated content complies with advertising standards, regardless of the technology used to create it.

Recruitment is one of the highest-risk areas for AI use in any organisation. It is also one of the areas where AI tools are being adopted most quickly, often with little scrutiny of what they actually do or how they reach their conclusions. The combination of speed, apparent objectivity, and legal exposure makes this a topic that HR professionals and employers cannot afford to approach without a clear understanding of the risks involved.

The SRA’s new warning notice on the misuse of artificial intelligence is not really about some distant future. It is about what is already happening in legal practice. AI tools are being used to summarise documents, draft letters, assist with legal research, prepare chronologies and make routine work quicker. Used sensibly, they can be genuinely helpful. Used carelessly, they can create serious regulatory problems.

The EU Data Act introduces new access by design requirements for connected products and related services, fundamentally changing how IoT providers must handle product data accessibility. As the first anniversary of the Act's general applicability approaches, manufacturers and service providers face critical compliance deadlines that will reshape data access standards across the smart device market.

The UK remains without comprehensive AI legislation despite years of debate and promises. Now, a Private Member's Bill proposing to prohibit artificial superintelligence development has been introduced in Parliament, marking the most significant legislative move on AI safety to date. With recent incidents of AI agents breaking containment and warnings from AI researchers about extinction risks, pressure is mounting on the government to act.

The transparency obligations introduced by Article 50 of the EU AI Act (Act) apply to AI providers (organisations that create or supply AI systems) and deployers (organisations that operate such systems as part of their business activities). The Act’s requirements are being phased in gradually and the transparency obligations that came into force on 2 August are one of the significant implementation milestones. The purpose of the Article 50 transparency obligations is to help individuals understand whether content is AI-generated.

We are delighted to launch our new podcast series, Insuring AI, which explores the broad range of questions that AI is throwing up for the insurance world.

Advertisers using AI-generated content face complex transparency requirements that vary significantly between the UK and EU. While UK law focuses on preventing consumer deception without explicit AI labelling mandates, the EU AI Act introduces strict disclosure obligations for 'deep fakes' that could catch even UK-based campaigns if they reach EU audiences.

The Financial Stability Board (FSB) has published a letter from its Chair and Governor of the Bank of England, Andrew Bailey, to G20 Finance Ministers and Central Bank Governors.

Spain has released its draft Royal Decree to transpose the EU Pay Transparency Directive, introducing new obligations for employers including employee pay information requests, enhanced pay gap reporting thresholds, and strengthened job evaluation requirements. While the draft goes beyond certain Directive requirements and under-implements others, employers should begin preparations immediately as the legislation could take effect with minimal notice following publication in the Official Gazette.

Employers planning workforce reductions in Australia and New Zealand face distinct legal frameworks that require careful navigation. While both jurisdictions mandate genuine business reasons and employee consultation, critical differences in timing, process requirements, and redeployment obligations can significantly impact restructuring outcomes. Understanding these nuances is essential for organizations managing cross-border redundancy programs to minimize legal risk and operational disruption.

When workplace investigations arise, the choice of investigator can determine whether the process builds trust or creates further complications. Understanding the essential qualities that make an investigator effective—from independence and legal expertise to empathy and credibility—is crucial for employers navigating sensitive workplace matters.

This regional report examines recent labour law changes across the Americas, highlighting key developments in workforce planning, employment status classification, and regulatory reforms. From Argentina's new hiring incentives to working time reductions in Brazil and Mexico, discover how these legislative shifts are reshaping employment practices and compliance requirements throughout the region.

Explore key employment law updates shaping the business landscape across the APAC region, including labour reforms, AI regulation, expanded employee protections, and significant court decisions that are transforming workplace practices throughout Asia-Pacific.

India has notified the Central Rules under all four Labour Codes, bringing the country's historic labour law reform closer to implementation. While state-level rules are still being finalised, employers must prepare for new compliance requirements spanning wages, social security, industrial relations, and occupational health and safety.

The International Court of Justice has issued a landmark advisory opinion confirming that the right to strike is protected under ILO Convention No. 87, a treaty Australia ratified in 1973. While this opinion doesn't immediately change Australian domestic law, it creates a significant new reference point that unions may leverage in litigation, enterprise bargaining, and industrial relations reform discussions. Australian employers face potential challenges to existing Fair Work Act restrictions on protected

As artificial intelligence reshapes work in the UK and beyond, employers must rethink the gender pay gap as an issue of access to opportunity, not just pay. This analysis explores how unequal access to AI tools, training and career development may widen existing inequalities, and what organisations should do to prevent an emerging 'AI opportunity gap'.

As US state legislatures conclude their 2026 sessions, artificial intelligence regulation has transitioned from an emerging policy area to a mainstream compliance obligation. This comprehensive analysis examines the patchwork of enacted AI legislation across consumer transparency, healthcare, and employment sectors, revealing what businesses operating across state lines must prioritize in the second half of the year.

International crises demand rapid, values-driven decision-making from employers managing cross-border workforces. Drawing on expert insights from crisis management, geopolitical risk, security operations and communications professionals, this guidance explores how organisations can strengthen their preparedness through strategic planning, clear governance structures and effective stakeholder engagement when facing geopolitical conflicts, civil unrest or security incidents.