Background: Artificial intelligence (AI) and algorithmic management are reshaping workplace governance through automated recruitment, digital surveillance, performance evaluation, work allocation, and disciplinary decision-making. Although these technologies may enhance efficiency, they also pose serious risks to worker protection, including opaque decision-making, intrusive monitoring, weakened procedural fairness, and employment insecurity. These concerns are especially significant in Ghana, where labour regulation remains rooted in assumptions of human managerial discretion and does not expressly address automated decision-making in employment.

Methodology: This article adopts a doctrinal and institutional labour-law methodology informed by a rights-based framework. It examines Ghana’s Labour Act, 2003 (Act 651), the Data Protection Act, 2012 (Act 843), relevant constitutional principles, and associated labour-law doctrines. The analysis is complemented by selective comparative engagement with international labour standards and the European Union’s AI regulatory framework.