Research & artificial intelligence.
Where employment law, digital technologies and the protection of fundamental rights meet.
When an algorithm makes a decision, who is accountable?
The research considers how automation and algorithmic management are changing the exercise of managerial authority, from recruitment and work allocation to performance assessment, monitoring and decisions affecting the employment relationship. Its central question is who remains legally responsible when an employer’s decision is made through an algorithmic process.
The dissertation argues that the use of technology does not extinguish the employer’s status or legal responsibilities. An algorithm is a technical means through which authority is exercised; it does not, in itself, replace the party responsible for the employment relationship. Transparency, the ability to challenge decisions, human oversight and collective protections therefore become particularly important.
Explore the dissertation →Automation may change how managerial authority is exercised, but it does not remove the need to identify who is responsible for its exercise.
Three connected areas of enquiry.
Algorithmic management
Recruitment, assessment, supervision, working time and automated decision-making.
The depersonalisation of the employer
The diffusion of managerial authority and the identification of the person or entity bearing legal responsibility.
Digital constitutionalism
The principle of the highest level of protection, public authority and private digital power.
The full Master’s dissertation.
‘The Depersonalisation of the Employer: From New Technologies and Algorithmic Management to Artificial Intelligence’ — Athens, December 2025.
Watch the video introduction.
The study is also presented in a short explainer video focusing on algorithmic management and the employer’s legal responsibilities.