AI in HR Processes, WRC and Court Proceedings: How do I handle it?
Published on: 29/04/2026
Article Authors The main content of this article was provided by the following authors.
Leah Moriarty Solicitor, RDJ LLP
Leah Moriarty Solicitor, RDJ LLP
Leah Moriarty
LinkedIn

Leah is a Solicitor, practising as part of the firm’s Employment team. Having trained with RDJ, she has gained experience across the firm’s main practice areas including litigation & dispute resolution and corporate & commercial before specialising in employment law.  Leah has already demonstrated a strong commitment to advocating for employers and navigating the complexities of the employment law landscape with insight.

Leah advises employers across various sectors, on both contentious and non-contentious aspects of employment law. Leah regularly reviews contracts of employment, company handbooks, policies and procedures and tailors them to meet the specific needs of RDJ clients. Leah has experience in the defence of claims before the Workplace Relations Commission, the Labour Court and the Courts. Leah is a contributor to Legal Island and regularly publishes RDJ Insights on employment law issues.

Artificial Intelligence (“AI”) is quickly becoming a feature of daily life with most people now using AI for a plethora of purposes ranging from dinner recipes to advice on workplace processes and legal matters. Employers will be aware that AI is becoming an increasingly common, and often unwelcome, feature in internal processes as well as external complaints to the Workplace Relations Commission (“WRC”) and beyond. 

This article examines the relevant guidance in the area and provides practical guidance to employers grappling with the increased use of AI by employees.

Employee Use of AI 

It is becoming increasingly common for employees who raise a grievance or complaint under an internal Company policy to use AI to draft the initial complaint as

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Disclaimer The information in this article is provided as part of Legal Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article. This article is correct at 29/04/2026
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