Artificial intelligence is no longer a future concern for employment lawyers and HR teams. It is already embedded in how many organizations recruit, manage and restructure their workforces. Regulators in California and Connecticut are responding with concrete legislative proposals and executive action that would impose new compliance obligations on employers who use these tools. Employers with UK or EU operations should also be watching parallel developments, as workplace AI is increasingly being regulated through a combination of AI-specific rules, data protection law, equality law and employment consultation obligations.
The use of email-tracking technology is drawing heightened regulatory scrutiny and has become a growing target of litigation. For many organizations, these technologies, which could be in the form of a “pixel,” “beacon” or URL tracking parameters embedded in links, sit quietly in the background of marketing and operational messages. Yet from a legal and compliance perspective, they raise the same kinds of questions as online tracking tools such as cookies. This article explains what is happening and why it matters, and offers some pragmatic options for organizations to consider when relying on email engagement data.
