It’s on everyone’s lips: artificial intelligence has burst into our lives for some time now and is here to stay.

It raises expectations of freeing us from the most tedious jobs or making the most complex ones accessible; it opens up new business opportunities, but it also generates illusions, hallucinations, and, above all, fear for the future.

In such a scenario, how is the Legislator moving to ensure that AI is used with human beings at its core?

With Law No. 132 dated 23rd September 2025 defines the first provisions on the regulation of the use of AI systems. This is the first case in Europe of a national regulatory framework governing the development, adoption, and governance of AI systems in line with the so-called “European AI Act” (EU Regulation 2024/1689).

Analysing the parts of greatest interest to the world of work, Article 11 of the law establishes and reiterates that the use of artificial intelligence systems cannot infringe on the inviolable rights of human dignity or violate the confidentiality of personal data. In this regard, the use of artificial intelligence must be characterized by security, reliability, and transparency.

To this end, the law requires employers to provide workers with transparent information on the areas of use of artificial intelligence systems, referring to the provisions of Article 1-bis of Legislative Decree No. 152 dated 26th May 1997 (regarding the employer’s obligation to inform workers of the conditions applicable to the contract or employment relationship).

The aforementioned 1997 regulation, which has been updated several times over the years, requires employers to provide information on the use of fully automated decision-making or monitoring systems designed to provide relevant information on recruitment, assignment, management, and termination of employment, assignment of tasks or duties, supervision, evaluation, performance, and fulfilment of contractual obligations by workers.

In addition, it is important not to underestimate potential “interference” with 300/1970 with Article 4 of Law No. 300/1970 on systems and other tools that allow for the remote monitoring of workers.

Finally, the last paragraph of the aforementioned Article 11 stipulates that artificial intelligence in the organization and management of the employment relationship must guarantee compliance with the inviolable rights of workers without discrimination based on gender, age, ethnic origin, religious belief, sexual orientation, political opinions, and personal, social, and economic conditions, in accordance with European Union law. This proposal would seem trivial were it not for the fact that, especially in the past, some artificial intelligence models have been found to reinforce gender stereotypes.

To monitor the impact of these new technologies in the labour world, Article 12 establishes a specific observatory within the Ministry of Labour and Social Policies, specifying that the members of this body will not receive any form of compensation.

Article 13 focuses specifically on the use of artificial intelligence systems in intellectual professions, reiterating that these must continue to be characterized by the prevalence of intellectual work as the object of the service provided.

In conclusion, the implementation of artificial intelligence in one’s company is, perhaps, an essential tool for coping with the race for innovation from a competitiveness perspective, but it is important not to underestimate the impact it may have on labour, intellectual property, privacy, and data protection regulations.