Source: The Next Web
American firms deploy algorithmic performance management at scale precisely because labor law permits it—GDPR and stronger EU employment protections make mass monitoring legally riskier and more expensive across Europe. US companies can automate discipline cheaply, while European counterparts absorb compliance costs that slow adoption. The gap reveals how legal regimes directly engineer workplace power dynamics. American workers face a structural disadvantage in negotiating against algorithmic judgment systems their European peers are statutorily protected from.