Technological changes and the development of artificial intelligence tools are having an impact on the labour market and new employment models. Artificial intelligence solutions are emerging that limit the role of humans in managing and monitoring employee work. The use of algorithms in the workplace allows for the objectification of the conditions under which decisions are made regarding employees, but at the same time, they can reduce employee protection in terms of working conditions through system errors, lack of knowledge about the functionality of the system, or lack of transparency in the use of algorithmic management. This article, which uses a formal dogmatic method, analyses the principle of algorithmic transparency in the use of automated decision-making and monitoring systems under the Platform Directive and points to the challenges associated with implementing this regulation into the Polish legal system.

Violence in the workplace has a number of negative consequences for both employees and employers. Depending on its nature, these can be physical, psychological, health harms. These may affect not only the victim of violence but also his family. From the employer's point of view, violence can cause material and image damage. One of the key elements of protection against violence is to provide an effective avenue for complaints and to guarantee the safety of complainants. Among other measures, the obligation to ensure the privacy and confidentiality of employees' identities in the workplace violence complaint procedure also serves this purpose.