Kaizen HR Update: What Employers Need to Know About the DOL’s AI & Worker Protection Guidance

Artificial Intelligence is advancing rapidly, and the U.S. Department of Labor (DOL) is working to ensure that workers are protected throughout this process. Over the past year, DOL has gone from broad principles to more detailed best practices for employers and developers. Here’s what’s new, what hasn’t changed, and what you should be paying attention to right now.

The Journey So Far

We first reported on this in June 2024, and this has been the timeline to date.

• 2024: DOL released AI Principles for Worker Well-Being, a set of nonbinding guidelines on how AI should be used in the workplace.
• Late 2024: DOL added a Best Practices roadmap, with more specifics around governance, transparency, training, and bias reduction.
• 2025: The federal government introduced the America’s AI Action Plan, which puts more focus on workforce training and competitiveness, while some earlier executive orders were scaled back or blocked in court.

Bottom line: The core ideas remain intact, but the regulatory environment is shifting rapidly.

Key Takeaways for Employers

Here’s what matters most from the DOL’s guidance and current trends:

1. Involve your people. Workers should be aware of when and how AI is being used, and they should have opportunities to provide input or challenge decisions made by AI systems.
2. Keep humans in the loop. For major decisions such as hiring, promotion, or termination, AI should never operate unsupervised.
3. Be transparent. Share what data is collected, how it’s used, and how decisions are made.
4. Test for bias. Regular audits and impact checks are expected to reduce discrimination risks.
5. Protect data. Collect only what you need and keep it secure.
6. Train everyone. From managers to frontline staff, ensure that people understand both the benefits and limitations of AI tools.
7. Watch state laws. Local rules are popping up, and they may affect how you use AI differently depending on where you operate.

Why This Still Matters

Even though these guidelines aren’t legally binding, they send a clear message: Employers remain responsible for any unfair, biased, or harmful outcomes that AI may create.

Failing to heed the guidance could lead to increased legal risks and eroded trust among employees.

What’s Next

• More state rules. Expect a patchwork of state AI laws to keep growing.
• Court cases. How AI decisions fare in legal challenges will shape what “responsible use” truly entails.
• Possible federal standards. Over time, voluntary principles may turn into enforceable regulations.

Final Word

AI is reshaping talent acquisition and workforce management at lightning speed. Talk to Kaizen HR Solutions about how to align your talent strategy with today’s shifting AI and regulatory landscape. We can help you attract, protect, and retain top talent in a rapidly changing environment.

By Rose Dorta