Using AI at Work: Shared Responsibility Starts with Clear Rules
職場中的人工智能：共同責任始於明確規則
by Zhu Yue 作者：朱悅
November 3, 2026 2026年11月3日
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An employee uses an AI tool recommended by her manager to work more efficiently. A month later, she is dismissed for doing so. A recent Chinese labor dispute illustrates what happens when workplace expectations move faster than the rules governing them.一名員工使用經理推薦的人工智能工具來提高工作效率。一個月後，她卻因此被解僱了。最近一起中國勞動糾紛揭示了當職場預期的發展速度超過相關規則的制定速度時，會發生什麼。
The employee, identified as Wu, worked in legal affairs at an insurance company. The company dismissed her a month after she uploaded a table of audie issues to a third-party AI platform, arguing that uploading internal information created a serious disclosure risk.這位姓吳的員工在一家保險公司負責法務工作。她將一份審計問題表格上傳至第三方人工智能平臺後一個月，公司便將其解僱，理由是上傳內部信息造成了嚴重的信息泄露風險。
Beijing’s Chaoyang District People’s Court found the dismissal unlawful. The company had neither established specific AI-use rules nor provided relevant training. The lesson is straightforward: Companies seeking productivity gains from AI must also provide the conditions for employees to use it responsibly.北京市朝陽區人民法院認定該解僱行爲違法。該公司既未制定具體的人工智能使用規則，也未開展相關培訓。這一教訓十分明確：希望藉助人工智能提升效率的企業，也必須爲員工負責任地使用人工智能創造條件。
Artificial intelligence is transforming industries at an unprecedented pace, seamlessly integrating into our daily lives as people embrace an AI-powered lifestyle.人工智能正以前所未有的速度變革各個行業，隨着人們接受人工智能驅動的生活方式，它正無縫融入我們的日常生活。
The growing reach of AI has also brought questions of safety and accountability to the fore. Recently, OpenAI Chief Executive Sam Altman said in an appearance before a UN Security Council on AI that the technology will expand opportunities but powerful systems must be kept under human control amid a need for international collaboration on AI safety.人工智能應用範圍的不斷擴大也將安全與問責問題推到了臺前。近日，OpenAI 首席執行官山姆·奧特曼在聯合國安理會關於人工智能的會議上表示，這項技術將帶來更多機遇，但鑑於人工智能安全領域需要開展國際合作，強大的人工智能系統必須置於人類的控制之下。
As AI becomes more deeply embedded in the modern world, a central question arises: How can society harness its benefits while keeping its risks in check?隨着人工智能在現代世界中嵌入得越來越深，一個核心問題隨之而來：社會應如何在利用其益處的同時，控制其風險？
Credit: AI-generated來源：AI生成
The legal case prompts us to rethink how workers should use AI, what safeguards must be provided and how companies need to clearly establish rules for its applications. Striking the right balance requires more than simply restricting AI use; it calls for shared responsibility between employers and employees.這起法律案件促使我們重新思考勞動者應如何使用人工智能、必須提供哪些保障措施，以及企業需要如何明確人工智能應用的規則。實現恰當的平衡，絕不僅僅是限制人工智能的使用，還需要僱主和僱員共同承擔責任。
Third-party AI tools may pose risks related to data retention, model training and information security. However, these risks vary by platform and depend on the nature and sensitivity of the information uploaded. While companies have a legitimate interest in protecting trade secrets, personal information and internal business data, they should assess any alleged misconduct based on the information involved rather than treating the use of third-party AI as a serious violation in itself.第三方人工智能工具可能帶來與數據留存、模型訓練及信息安全相關的風險。不過，這些風險因平臺而異，且取決於所上傳信息的性質和敏感程度。企業雖有保護商業祕密、個人信息及內部業務數據的合法權益，但應基於所涉信息評估相關不當行爲，而非將使用第三方人工智能工具本身視爲嚴重違規行爲。
A California law that comes into effect on January 1 offers a useful reference. It prohibits attorneys from entering confidential, personally identities or other nonpublic information into generative AI systems unless access is restricted to authorized persons bound by confidentiality obligations. This regulatory approach is worth a look. When regulating employees’ use of AI, companies should specify the conditions for use in different scenarios according to the sensitivity of work information and the security safeguards of the tools.1月1日生效的一項加州法律提供了有益的參考。該法律禁止律師將機密信息、個人身份信息或其他非公開信息錄入生成式人工智能系統，除非僅允許受保密義務約束的授權人員訪問。這種監管方式值得借鑑。在規範員工使用人工智能的行爲時，企業應根據工作信息的敏感程度以及工具的安全防護措施，明確不同場景下的使用條件。
If employers fail to do so, holding workers accountable for any breaches after the fact is unfair. Clear AI-use policies are not simply another layer of restriction. They help employees understand their obligations, protect sensitive information and prevent avoidable labor disputes.如果僱主未能做到這一點，事後追究員工的任何違規責任都是不公平的。明確的人工智能使用政策絕非單純的又一層限制，它們能幫助員工明確自身義務、保護敏感信息，並避免本可避免的勞動糾紛。
Last March, Singapore’s Ministry of Law released a guide for using generative AI in the legal sector. Although the guide is non-binding, it includes a template for internal AI governance policies and recommends that organizations specify approved tools, requirements for handling information at different confidentiality levels, human review standards and procedures for reporting risk incidents. This approach shows that AI governance should go beyond principled declarations and translate them into enforceable internal rules that embed professional ethics, confidentiality obligations and transparency requirements into specific workflows.去年3月，新加坡司法部發布了一份面向法律行業使用生成式人工智能的指南。儘管該指南不具約束力，但其中包含了一份內部人工智能治理政策模板，並建議機構明確獲批工具、處理不同保密級別信息的要求、人工審覈標準，以及風險事件報告流程。這一做法表明，人工智能治理不應止步於原則性聲明，而應將其轉化爲可執行的內部規則，把職業道德、保密義務和透明度要求融入具體的工作流程中。
Companies should also provide employee training on AI use and establish clear risk-reporting procedures. Employees, in turn, should honor their confidentiality obligations, avoid uploading trade secrets, sensitive personal information or internal materials without authorization, and also promptly report any discovered data leaks or erroneous output.企業還應提供員工人工智能使用培訓，並制定明確的風險報告流程。員工則應履行保密義務，避免未經授權上傳商業祕密、敏感個人信息或內部資料，同時及時上報發現的任何數據泄露或錯誤輸出情況。
China’s AI safety guidance also places responsibility on organizations deploying the technology. The National Technical Committee 260 on Cybersecurity released its AI Application Ethics Safety Guidelines 1.0 in May. The document explicitly calls for protecting employment rights and assessing and preventing potential job displacement or unemployment risks before AI applications are introduced.中國的人工智能安全指導方針也對部署該技術的機構提出了責任要求。全國資訊科技標準化技術委員會網路安全分技術委員會於5月發佈了《人工智能應用倫理安全指南1.0》。該文件明確要求保護就業權利，並在人工智能應用上線前評估和防範潛在的崗位替代或失業風險。
More recent State Council General Office guidance, published on October 23, goes further on employment. It encourages companies to explore unemployment buffer periods, notify affected workers in advance and provide support for transitions into other roles during the large-scale rollout of AI. It also addresses abuses of AI in human resources management, including employment discrimination, false recruitment, and infringements of privacy and rest rights.10月23日發佈的國務院辦公廳最新指導意見在就業問題上提出了更進一步的舉措。該意見鼓勵企業在大規模推廣人工智能期間探索設置失業緩衝期，提前通知受影響的員工，併爲員工轉崗提供支持。同時，意見也針對人工智能在人力資源管理中的濫用問題作出了規定，包括就業歧視、虛假招聘以及侵犯員工隱私和休息權等行爲。
In short, the age of AI for all requires clear rules, proportionate risk management and sufficient room for innovation. Only when workplace rules keep pace with technological change can AI realize its full potential in boosting efficiency and enhancing productivity.簡而言之，全民人工智能時代需要明確的規則、適度的風險管理以及充足的創新空間。只有職場規則與技術變革同步，人工智能才能在提升效率和增強生產力方面充分發揮其全部潛力。
