Meta is currently facing a legal challenge from a group of former employees who allege that the company used artificial intelligence systems to unfairly target certain workers for layoffs, particularly those on maternity leave, medical leave, or with disabilities. The lawsuit, which has been filed in a federal court in California, claims that AI-driven performance ratings and employee activity data were used to determine who would be affected by a workforce reduction that earlier this year resulted in 8,000 job cuts.
The complaint suggests that Meta’s internal AI systems prioritized scores and rankings over managerial evaluations, leading to unfair assessments of workers. Plaintiffs argue that these AI systems did not properly consider approved leave periods, which led to lower performance ratings for employees who had taken family or medical leave or required disability accommodations. Among the plaintiffs is a scientist who was laid off just two days before giving birth, an engineer whose performance rating decreased due to an injury-related absence, and a manager who was dismissed shortly after beginning medical leave.
The group of employees is seeking a court order to temporarily stop the layoffs while the legal proceedings are ongoing. In addition, they are demanding reinstatement, compensation for lost wages and benefits, and an independent examination of Meta’s AI systems to investigate potential biases. This lawsuit highlights the growing concerns regarding the use of AI in workplace decisions, with critics pointing out the risks of bias against employees who take legally protected leave.
Meta has publicly denied the allegations presented in the lawsuit, asserting that decisions regarding workforce and organizational changes are made by human managers, not AI systems. Despite this, the case raises important questions about the role of artificial intelligence in employment practices and the potential for unintended discrimination against vulnerable groups within the workforce.