Employees using AI risk sensitive data ending up in the public domain
As an increasing number of employers consider integrating AI into their workplaces, a legal expert cautions about the importance of exercising prudence. Milly Hung, a partner at Stevenson, Wong & Co, acknowledges the potential benefits of AI but stresses the need for organizations to establish robust policies to regulate its use. She highlights the tangible risks of sensitive data ending up in the public domain and potential breaches of privacy concerning employee information.
Hung, based in Hong Kong, emphasizes that the current prevalence of AI use, particularly when handling substantial amounts of personal and company data, makes it a pressing concern for many businesses. Urgent measures, she suggests, are necessary to safeguard organizations from potential compromises arising from AI deployment.
The absence of proactive measures regarding AI poses a significant risk of data leakage. Hung underscores the importance of implementing checks and balances at the outset to prevent cyber-leakage and protect personal data. Waiting for a situation to unfold is deemed too late, as the lack of a common code could lead to irreparable consequences.
The evolving landscape of AI, according to Hung, demands immediate action to prevent data leakage
The evolving landscape of AI, according to Hung, demands immediate action to prevent data leakage, especially during the early stages of AI adoption. She warns that the fast-paced development of technology outstrips legal frameworks. To address this, she recommends revising employment handbooks to incorporate guidelines related to AI usage, confidentiality, and data protection rules.
Hung underscores the necessity for organizations to comprehend AI mechanisms thoroughly before integrating it into daily operations. She advises a review of internal policies and the inclusion of clear guidelines in employment handbooks to mitigate the risk of data breaches and enhance cybersecurity. The legal expert has already observed some Hong Kong-based organizations proactively implementing AI-specific policies.
While acknowledging the potential utility of AI for routine tasks, Hung highlights limitations in its application within the legal domain, particularly for comprehensive analysis in common law countries like Hong Kong. She underscores the importance of employee training to ensure a clear understanding and consistent application of policies. Hung concludes by emphasizing that the risks of policy breaches and data leakage from AI use are severe and warrant immediate attention from employers.
