{"id":10176,"date":"2025-10-03T13:25:21","date_gmt":"2025-10-03T13:25:21","guid":{"rendered":"https:\/\/toffolettodeluca.it\/?p=10176"},"modified":"2025-10-03T13:25:22","modified_gmt":"2025-10-03T13:25:22","slug":"artificial-intelligence-law-italy-employment","status":"publish","type":"post","link":"https:\/\/toffolettodeluca.it\/en\/artificial-intelligence-law-italy-employment\/","title":{"rendered":"First law on artificial intelligence passed"},"content":{"rendered":"\n

Law no. 132 of 23 September 2025 has been published, governing \u201cProvisions and delegated powers to the Government on artificial intelligence\u201d aimed at clarifying the use of AI<\/strong> in various sectors (health, work, law and public administration) and promote responsible technological development based on a person-centred approach.<\/p>\n\n\n\n

Structure and principles<\/h3>\n\n\n\n

The measure, consisting of 28 articles, does not<\/strong> introduce any new obligations<\/strong> beyond those provided for in European Regulation<\/strong> EU 2024\/1689 (the so-called AI Act<\/strong>; see our newsflash \u201cArtificial intelligence: EU Regulation published<\/a>\u201d of 16 July 2024) but contains a series of general principles<\/strong> such as transparency, proportionality, security and privacy that must inspire the various fields of artificial intelligence systems and models: research, experimentation, development, adoption, and application.<\/p>\n\n\n\n

In this regard, it specifies that such systems<\/strong> must be designed<\/strong>, implemented<\/strong> and used<\/strong> in full respect of human autonomy<\/strong> and decision-making powers, ensuring that humans<\/strong> can intervene<\/strong>, control<\/strong> and supervise<\/strong> at every stage.<\/p>\n\n\n\n

In the workplace<\/h3>\n\n\n\n

In the workplace<\/strong>, the use of AI must aim to improve<\/strong> working conditions, protect<\/strong> the physical and mental health of workers, optimise<\/strong> organisational processes and increase<\/strong> productivity. The use<\/strong> of artificial intelligence must be reliable, safe and transparent, and it entails an obligation on the part of the employer or client to clearly inform<\/strong> workers, in accordance with the terms and conditions already laid down in current legislation (see Article 1-bis of Legislative Decree 152\/1997, as amended by the so-called Transparency Decree).It should be noted that this provision requires<\/strong> the employer to inform<\/strong> the worker about the use of \u201cfully automated decision-making or monitoring systems<\/strong>\u201d intended to impact the recruitment phase or, more generally, the overall management of the employment relationship until its termination.<\/p>\n\n\n\n

It also clarifies that AI in the management<\/strong> and organisation<\/strong> of the employment relationship may not violate the privacy<\/strong> of employees or be used to make discriminatory<\/strong> decisions based on gender, age, ethnic origin, religious belief, sexual orientation, political opinions or personal, social or economic conditions.<\/p>\n\n\n\n

Monitoring and support tools<\/h3>\n\n\n\n

AIn order to promote the informed, responsible, and inclusive adoption of artificial intelligence in the workplace, an Observatory<\/strong> has been set up at the Italian Ministry of Labour, tasked with:<\/p>\n\n\n\n