By: Edita Sikorová
April 22, 2025 4 min read
Artificial intelligence systems are now permeating the daily practice of companies and public administrations – whether it is chatbots, predictive models or automation of decision-making processes. As a result, not only the working environment but also the obligations of employers are changing rapidly. The new Regulation (EU) 2024/1689 of the European Parliament and of the Council, known as the AI Act, establishes the first ever comprehensive legal framework for the development, operation and use of AI systems within the European Union.
On 2 February 2025, the first part of the obligations for employers came into force. One specific impact of this section is the obligation to ensure “AI literacy” for all employees who come into contact with these technologies.
The obligation to train employees applies to all legal entities and individuals, who use AI systems in their activities and have employees (or other persons acting on their behalf, e.g. executives) involved in the use of these systems.
This includes situations, where an employee uses AI tools to make decisions (e.g. in customer service or data analysis) or oversees their output.
The Regulation itself does not determine the form, duration or specific content of the training. However, it is clear that the training cannot be understood as a one-off “compulsory round”. Given the rapid pace of development in the field of AI, it will be more of a continuous learning process – comparable, for example, to occupational safety and health training (OSH).
However, the content of the training should be adjusted to the level of technical literacy of the target group and cover the basics of AI, its risks and ethical implications, including the ability of employees to interpret the outputs of an AI system and take them into account in their subsequent decision-making. For riskier applications, more in-depth training is offered, focusing for example on data protection.
The introduction of mandatory AI training is another step towards broader accountability for the deployment of new technologies. Although the specific form of training is not defined by law, it remains the responsibility of employers to ensure that its content and form correspond to the real risk associated with the use of AI in practice.
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