Artificial intelligence in companies and AI compliance

AI in companies – legal support for the implementation of artificial intelligence in corporate structures

We support large organisations in the strategic implementation of artificial intelligence-based solutions – in compliance with the AI Act, RODO, employment law and internal corporate governance standards

Key legal challenges when implementing AI in large companies

Implementing AI is not just about technology. It is an organisational and legal change.

Risks of automating decisions with legal implications (employment, scoring, pricing);
Need to redefine decision-making responsibility (human oversight, accountability);
New obligations under the AI Act (registration, risk assessment, monitoring);
Data protection in an algorithmic environment (RODO + DPIA);
Compliance with internal group regulations and ESG standards;
Potential civil and reputational liability for AI activity.

Our advice throughout the life cycle of AI implementations

egal audit of AI systems and decision-making processes.
We assess whether the implemented solutions qualify as high-risk systems according to the AI Act.
Creation and adaptation of internal procedures.
We help build AI governance – AI use policies, escalation procedures, human oversight rules.
Comprehensive regulatory support.
We develop documentation and support the implementation of obligations under the AI Act, RODO, employment law and sectoral regulations.
Contract and IP advice.
We negotiate contracts with AI vendors, secure know-how and intellectual property related to models and data.
Risk and liability management.
We develop strategies to manage the legal and reputational risks associated with the use of algorithms.

The future of the labour market and AI – the risks of replacing humans

Replacing and assisting human labour with AI – areas of greatest regulatory tension:

HR decisions made by algorithms – risk of allegations of discrimination, lack of transparency in HR processes;
Outsourcing decision-making to AI models – lack of clear lines of accountability within the organisation;
Cost optimisation vs. algorithmic ethics – tensions between corporate interest and ESG values;
Changing relationships with employees and trade unions – need to renegotiate bylaws, HR policies, consultations with employee representatives;;