The European Parliament has called for new rules governing the use of algorithmic management in the workplace, raising important questions about transparency, accountability and human oversight in employment decisions.
While the proposal is not yet law, it reflects a clear direction across the EU: technology may assist but must not replace human judgement at work.
What is algorithmic management?
Algorithmic management refers to the use of automated systems and AI-driven tools to support or influence decisions such as:
- CV screening and ranking
- Task allocation and performance monitoring
- Scheduling and workload distribution
- Evaluation, promotion, or termination decisions
These systems are increasingly used across sectors, often without workers or candidates fully understanding how decisions are influenced or made.
What the European Parliament is calling for
According to the European Parliament press release today, MEPs are calling for:
- Transparency around the use of algorithmic systems at work
- Human oversight of decisions that affect workers’ rights, conditions, or employment outcomes
- Clear limits on fully automated decision-making
- Accountability for employers using such tools, including the ability for workers to challenge outcomes
The underlying concern is not the existence of technology itself, but the risk of opaque systems influencing real human outcomes without explanation or recourse.
This aligns closely with broader EU regulatory developments, including the AI Act and the Platform Work Directive.
Why this matters for recruitment
Recruitment is one of the earliest points where algorithmic tools can influence an individual’s career trajectory.
The risk arises when:
- AI tools are perceived as decision-makers
- Candidates are rejected without human review
- Employers cannot explain how a decision was reached
This is precisely the gap EU institutions are seeking to close.
Emerald Zebra’s position is already in practice
At Emerald Zebra, we already operate in line with the principles being discussed at EU level.
All public job advertisements include the following notice:
AI Transparency Notice
Emerald Zebra uses AI-assisted tools within our ATS to support CV parsing and skills matching. These tools never make decisions. Every application is reviewed by a human recruiter.
This reflects how we actually work, not a future policy adjustment.
AI is used only to assist with:
- Structuring CV data
- Highlighting potential skills alignment
It is not used to:
- Reject candidates automatically
- Rank candidates without human review
- Make hiring or shortlisting decisions
Every application is assessed by a recruiter who understands context, nuance and the human side of career decisions.
Looking ahead
The European Parliament’s call is not about banning technology.
It is about drawing clear lines.
As regulation continues to evolve, organisations will increasingly need to demonstrate not just that they use AI, but how, where, and with what safeguards.
For employers and recruiters alike, this is a moment to move from vague assurances to clear, defensible practices.
At Emerald Zebra, this is not a shift in direction, it is confirmation that human-led recruitment, supported (not replaced) by technology, remains the standard.
