Abstract

The right to engage in collective bargaining is essential for maintaining harmonious industrial relations in Zimbabwe. Nevertheless, it is encountering new challenges due to the emergence of artificial intelligence. The existing legal framework has not been updated to address the swift progress in this technology. This situation also applies to the primary stakeholders involved in the collective bargaining process. A significant number of these individuals, particularly those who are less experienced, may find themselves vulnerable to their employers, who can predominantly depend on decisions made by artificial intelligence in the context of collective bargaining. Furthermore, several traditional principles that have guided and influenced the evolution of the right to collective bargaining for many years, such as the obligation of good faith, may not retain their current form without being entirely consumed by the relentless surge of technological progress. Moreover, the strength of trade unions is also being challenged, as job losses resulting from the application of artificial intelligence in the workplace can negatively impact their membership size. Consequently, comprehensive measures should be implemented to ensure that only the beneficial aspects of artificial intelligence are encouraged while its detrimental effects are mitigated. Thus, this article undertakes a qualitative analysis of the current legal framework and the impact of artificial intelligence before coming up with recommendations to enhance the right to collective bargaining in Zimbabwe.