A group of Meta employees has filed a lawsuit alleging that the company used AI-driven systems to select workers for layoffs in a manner that disproportionately affected those on medical or parental leave. The plaintiffs argue that the AI tools used by Meta incorporated biased data, such as keystroke monitoring and performance rankings, which may have led to discriminatory outcomes. The lawsuit was filed late Monday in federal court in Oakland, California, and names the company for allegedly violating employment rights through algorithmic decision-making.

The lawsuit highlights that the AI systems used by Meta were not transparent and may have failed to account for protected leave status or reasonable accommodations for disabilities. The plaintiffs include 26 individuals who were notified of their impending layoffs but remain employed by Meta until July 22. These employees are part of a larger group of 8,000 workers, or about 10 percent of Meta’s workforce, who were reportedly selected for layoffs in May.

According to the lawsuit, Meta allegedly used internal AI systems, keystroke and activity-monitoring data, and algorithmically assisted performance rankings to determine who would be laid off. The plaintiffs argue that these systems may have been designed in a way that made it difficult for employees on protected leave or with disabilities to accumulate the necessary scores or ratings to avoid being selected for layoffs. The lawsuit references a specific case involving 59,963 employees, though it is unclear how this number relates to the current legal action.

The use of AI in employment decisions raises broader concerns about algorithmic bias, transparency, and accountability. Companies that rely on AI for workforce management may face legal and reputational risks if their systems are perceived as discriminatory or opaque. Employees and regulators may push for stricter oversight of AI tools used in hiring, promotions, and layoffs. Such cases could also influence future legal frameworks around the use of AI in employment decisions.

The outcome of this lawsuit could have significant implications for how companies use AI in workforce planning. If the court finds that Meta’s AI systems were discriminatory, it may set a precedent for holding other firms accountable for similar practices. This case also underscores the need for more rigorous testing and auditing of AI tools to ensure they do not inadvertently perpetuate biases or violate employee rights.