The Rapid Advance of AI and Automation Forces Unions to Act
The rapid advancement of artificial intelligence (AI) and automation has compelled labor unions to incorporate specific clauses directly into collective bargaining agreements to mitigate the impact on labor.
Alejandro Martínez Ariaza: Leading the Charge for Digital Transformation Protection
Alejandro Martínez Ariaza, General Secretary of the National Food and Commerce Union (SNAC), has taken the initiative to include a new chapter within collective bargaining agreements specifically addressing digital transformation and safeguarding workers from AI-driven algorithms and emerging technologies.
Key Points of the New Chapter
- Human supervision and technological transparency
- Advance information and consultation with unions before implementing new technologies
- Assessment of impact and management of labor risks related to AI
- Guarantee of employment and professional reconversion for displaced workers
- Protection of personal data and prevention of algorithmic biases
Martínez Ariaza emphasized that this proposal stems from a shared diagnosis within the labor sector: “If technological adoption is not accompanied by labor regulation, the risk isn’t just job loss but also the loss of human control over labor relations.”
He further highlighted that this perspective embraces a principle of shared responsibility, not halting innovation but rather anticipating a fair transition framework that ensures digital formation, redeployment, and protection against technological replacement.
International Discussions on AI and Labor Regulation
Elizabeth Echeverria, an OIT specialist in freedom of association and collective bargaining, confirmed that the organization is discussing this topic internationally, initially focusing on digital platforms and now on AI’s widespread use in businesses.
Echeverria pointed out that the labor relationship is no longer managed by a human manager but an opaque algorithm distributing tasks, measuring productivity, and defining career paths without transparency.
She stressed that collective bargaining becomes the primary instrument to balance rights, and technological reorganization should not exclude workers from participation. “The true power of collective bargaining as a form of self-regulation lies in these clauses being agreed upon, not imposed,” she stated.
The Future of Employment and Basic Income Debate
The ILO has not yet adopted a single stance on the universal basic income or vital income debate, but it is working with the concept of a “living wage,” which reignites the fundamental question: if machines will do the work, how can we ensure wealth redistribution and human dignity as components of the right to work?
Lessons from US Labor Disputes
Humberto Huitrón, a collective bargaining law consultant involved in three labor disputes using the Rapid Labor Response Mechanism (MLRR), noted that the US has provided valuable examples of setting minimum wage quotas or prohibitions on labor substitution.
He cited representative strikes in the US that set maximum personal cut-off amounts in their demands, such as the 2024 port container loader strike and the Hollywood scriptwriters and actors strike.
Oscar de la Vega Castillo, a Senior Associate at D&M Abogados, mentioned that as an attorney for companies, they have yet to receive pleadings with such clauses. However, he acknowledged their innovative nature and potential to protect workers, job sources, and foster dialogue paths.
