In a stark example of the rise in automation in the workplace, Wimbledon has confirmed that it will replace its line judges with the electronic ‘hawk-eye’ system for next year’s tennis championship. Wimbledon said it was conscious of balancing tradition with innovation but, following extensive testing, the electronic ‘hawk-eye’ was simply more accurate than the old-fashioned ‘human eye’.
Employers considering increased automation of processes should bear the following in mind:
- It is a good idea to take time to evaluate any automated processes before making any changes to the workforce as a result.
- Where, after appropriate evaluation, automated systems reduce the requirement for employees to carry out work themselves, then a potential redundancy situation will arise. Employers need to handle such processes sensitively and fairly to avoid the risk of unfair dismissal claims. Alternative employment should be considered.
- It is also important to make sure that, when adopting automation, a business does not end up with no direction to turn if the tech lets it down. Automated systems still require a degree of oversight. Businesses should make sure that they retain access to sufficient human expertise in case of future system misstep or failure.
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