The Use of Artificial Intelligence and its Impact on Employment Contracts under Libyan Law - Robots as a Case Study

Abstract

The use of artificial intelligence technology, including robotics, in facilities has negative effects and harms, particularly affecting the worker, who is the weaker party in this contractual relationship. It may cause him or her to lose their own and their family daily livelihood, especially given the efficiency, precision, care, and speed of robots, which may be coupled with increased production. Since it is possible to dispense with the facility's workers as a result of the use of this machine, if the worker is bound to the employer by a fixed-term contract, there is no room for termination. However, if the contract is indefinite, there is no objection to termination, provided that the employer is committed to notifying the union and the relevant employment office before taking action, and is committed to waiting until the worker's notice period expires before terminating the contract. Unless this is the case, the worker is entitled to compensation. In any case, and from our point of view, amending the contract remains preferable to dismissal by termination, which requires the Libyan legislator to amend Article (77) of the Labor Relations Law and explicitly stipulate the permissibility of terminating an indefinite-term employment contract for technological reasons, such as the introduction of artificial intelligence technologies in the facility, such as robots, in accordance with legitimate controls, including the obligation to notify the employee.