If your organisation does not have an AI policy, it almost certainly needs one. The more useful question is not whether to have one but what it should say, how it should work in practice, and how to make sure it actually changes behaviour rather than sitting in a folder nobody reads.
This article sets out what employers need to consider.
Why a policy matters
In the absence of clear guidance, employees are free to make their own decisions about which AI tools to use, what information to put into them, and how much weight to give the outputs they receive. Some of those decisions will be sensible. Others will not. The organisation bears the legal consequences either way.
An AI policy does not exist to prevent employees from using useful technology. It exists to ensure that when they use it, they do so in ways that do not expose the business to data protection breaches, discrimination claims, confidentiality failures, or reputational damage. Those risks are real, they are already
