Wimbledon has confirmed that it will replace its line judges with the electronic ‘hawk-eye’ system. 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’s a good idea to take time to evaluate any automated processes before making any changes to the workforce.
- After evaluation, if the automated system results in reducing the need for employees to do the work, this could mean a potential redundancy situation. You need to handle such processes sensitively and fairly to avoid the risk of unfair dismissal claims. Alternative employment options should be considered.
- Have a plan for when / if the tech lets you down. Automated systems still require oversight. You may need to hire additional IT support, and / or retain human expertise in case of system misstep or failure.
Further reading
- Hunter Law – Tribunal suggests redeployment in lieu of dismissal
- Hunter Law – EAT stresses the need for proper consultation in redundancy cases
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