Abstract
As an increasing number of hiring(-related) decisions have been delegated to algorithms, the author explores the question to what extent EU non-discrimination laws, in combination with the General Data Protection Regulation (EU) 2016/679, provide (unsuccessful) job applicants with sufficient legal means to address any discriminatory or biased automated decision taken by an employer.
| Original language | English |
|---|---|
| Pages (from-to) | 45 - 53 |
| Journal | Ars Aequi |
| Volume | 68 |
| Issue number | 1 |
| Publication status | Published - 2019 |
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