AI in the public service: Staff councils in Magdeburg react with concern!

AI in the public service: Staff councils in Magdeburg react with concern!

On November 3, 2025, the staff council conference of dbb Saxony-Anhalt took place in Magdeburg, which dealt with the influence of artificial intelligence (AI) on the world of work. Numerous staff councils from the member unions took part in the event. A central issue was the inadequate legal framework that does not do justice to digital change in the public service. Ulrich Stock, the state chairman of dbb Saxony-Anhalt, criticized the staff representation law as “the worst” adopted by Lower Saxony. A major omission, which is considered urgent not only in view of digital change, but also the development towards AI applications, is the fact that the use of AI is simply not mentioned in this law.

Maik Wagner, deputy federal chairman of the dbb, emphasized that the discrepancy between political statements and the reality in the world of work is considerable. Wagner explained that strong unions are necessary in order to resist the targeted attacks on the professional civil service and democratic structures. Kerstin Solaße, lawyer and speaker at the dbb academy, gave interesting insights into the legal and practical dimensions of AI in the public service. She placed particular emphasis on automated decision-making in human resources processes and the associated digital performance evaluation.

Challenges and legal gray areas

The conference also discussed the tension between data protection and co-determination, a topic that is becoming increasingly relevant due to ongoing developments in the field of AI. Solaße called on staff representatives to engage more actively with AI applications in order to protect the rights of employees. A plea for legal enshrinement of participation rights in the use of AI systems in public services was loudly supported.

Another important aspect that was raised is the upcoming EU AI Act, which comes into force on August 1, 2025. This will regulate the use of AI within the EU. Since the AI ​​Act is a regulation, no further implementing measures are required from member states. Companies, especially in the HR area, must adhere to new labor and legal requirements when using AI systems. Potential applications range from analyzing staffing needs to automating job interviews.

Future outlook in the HR sector

The AI ​​Act classifies AI systems into risk classes and is subject to strict requirements, especially when it comes to high-risk AI that could endanger fundamental rights. Companies must ensure that they comply with data protection regulations in order to avoid possible legal consequences. Violations of the General Equal Treatment Act can lead to claims for damages, which is why careful handling of AI in everyday work is essential.

The conference made it clear that it is becoming increasingly challenging for staff councils to navigate the legal, political and social framework. The dbb Saxony-Anhalt therefore relies on exchange, further training and a clear trade union positioning in relation to current developments. In order to overcome the “challenges for staff councils”, it is important to act with foresight. Events of this type offer a valuable platform for exchanging experiences and knowledge.

Further information on this topic can be found on the website of dbb Saxony-Anhalt, Yahoo and KPMG Law be read.