Unions are making artificial intelligence a major bargaining priority, pushing for greater transparency, worker protections, and a say in how employers introduce new technology.
According to a New York Times article, the International Association of Machinists and Aerospace Workers (IAM), which represents roughly 600,000 workers in the U.S. and Canada, is using collective bargaining to shape workplace AI policies.
What’s happening: one union that represented more than 4,400 shipyard workers negotiated a five-year contract requiring management to notify union leaders at the “conceptual stage” of proposed technological changes, including AI and robotics. Previously, notification came at implementation.
The bigger picture: not surprisingly, unions are increasingly seeking contractual protections before employers deploy AI, particularly when technology could affect jobs, scheduling, workplace surveillance or disciplinary decisions.
Three priorities are emerging:
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Earlier involvement. Unions want a voice in technology decisions before companies commit to new systems.
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Greater transparency. Labor representatives want employers to explain what AI tools actually do, including how they collect data and influence staffing, pay and performance decisions.
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Human oversight. Unions are pushing for human review of algorithm-generated reports, particularly when employers use them to evaluate or discipline workers.
Why it matters for CHROs: AI adoption is becoming a labor relations issue, not just a technology decision. As unions seek greater influence over deployment, CHROs may face new bargaining demands that affect implementation timelines, management discretion and workforce planning.
