The Workplace Relations Commission (WRC) has taken on an expanded regulatory role under the EU Artificial Intelligence Act, marking a significant development in the oversight of artificial intelligence within Irish workplaces.
Under Ireland's Regulation of Artificial Intelligence Act 2026, the WRC has been designated as a Market Surveillance Authority, responsible for supervising certain AI systems used in recruitment, employment and workforce management.
The development reflects growing recognition of the risks associated with using automated systems to influence decisions affecting employees and job applicants.
AI in Recruitment and Employment Decisions
The EU AI Act classifies certain employment-related AI systems as high-risk, reflecting their potential impact on individuals' employment opportunities and working conditions.
These include systems used to screen job applications, evaluate candidates, influence recruitment decisions, allocate work, monitor employee performance or assist in decisions affecting employment conditions.
The classification does not prohibit employers from using these technologies. However, it introduces a regulatory framework intended to ensure that their use is transparent, appropriately controlled and subject to human oversight.
Employers deploying high-risk AI systems will be required to comply with applicable obligations concerning system monitoring, human supervision and the provision of information to affected workers.
The legislation also prohibits certain AI practices, including the use of systems designed to infer employees' emotions from biometric data, subject to limited exceptions.
Human Oversight Remains Central
One of the most significant aspects of the legislation is the emphasis placed on human accountability.
AI systems can process substantial volumes of information and assist employers in making decisions more efficiently. However, automated outputs may also contain inaccuracies, reflect bias or produce outcomes that are difficult to explain.
This is particularly concerning where technology influences recruitment, disciplinary matters, performance assessments or decisions affecting an individual's continued employment.
The use of AI does not remove an employer's existing obligations under employment equality, data protection or unfair dismissal legislation.
An employer relying on an AI-assisted recommendation must still be able to explain and justify the decision ultimately reached.
A Developing Regulatory Framework
The WRC's designation forms part of Ireland's wider approach to implementing the EU AI Act, with regulatory responsibilities distributed across existing authorities.
The WRC will oversee compliance in employment-related areas, while the Data Protection Commission and other regulators will continue to exercise their respective responsibilities.
The EU AI Act is being implemented in stages, meaning that not all obligations applicable to high-risk employment systems are yet enforceable.
Nevertheless, the introduction of dedicated regulatory oversight represents a significant shift in how AI usage within the workplace will be scrutinised.
For employers, the challenge is not simply determining whether AI can improve workplace efficiency, but ensuring that its use remains fair, proportionate and accountable.
As artificial intelligence becomes increasingly embedded in everyday employment practices, the ability to demonstrate meaningful human involvement in decision-making will become an important part of responsible workplace governance.
Sources: Workplace Relations Commission; Regulation of Artificial Intelligence Act 2026; EU Artificial Intelligence Act.