Ftetoai maps out which part of a set of tasks can be automated according to the three categories — AI can take it over, AI can partially do it with human oversight, or it remains human work. That is a statement about tasks and freed-up hours, not about people or positions. Whether a position may be eliminated and under what conditions is a separate legal question with its own statutory requirements. An analysis of tasks does not substantiate that question and is not intended as a basis for a dismissal decision.
This page describes which mechanisms apply in the Netherlands when work disappears due to automation, so that you know where to turn for the current rules. It is not advice about your situation; that requires a legal or HR expert who is familiar with the facts of your organization.
When an employer eliminates positions because the work changes or disappears — for example because tasks are being automated — this generally falls under the ground for dismissal of business economic reasons. In the Netherlands, fixed procedural steps and assessment criteria apply to this ground. Exactly which steps these are, which deadlines apply, and which body must grant approval is set out in the applicable legislation and regulations and in the implementation rules of the UWV. Because these rules change and the details for your situation matter, it is advisable to consult the current text directly rather than relying on a summary.
In the case of dismissal for business economic reasons without a dismissal permit obtained through another route, the UWV generally assesses whether the business economic necessity has been made plausible and whether the due diligence rules have been followed. In doing so, the UWV looks, among other things, at whether the elimination of the position has been sufficiently substantiated, whether redeployment has been investigated, and whether the correct employees have been proposed for dismissal. A task analysis indicating which part of the work can be automated is not, in itself, proof that these requirements have been met. At most, it is one of the facts that can be included in a file, alongside the other substantiation the procedure requires.
Before a position can be eliminated, the requirement generally applies that it has been investigated whether redeployment of the employee concerned is possible, if necessary after training, within a reasonable period and within the same organization or group of companies. This investigation is substantive: it concerns suitable positions that are actually available or that will become available within the foreseeable future. An overview of which tasks can be taken over by AI says nothing about which other positions are open within the organization or suitable for redeployment. That remains a separate investigation that the employer must carry out and document.
If multiple employees perform an interchangeable position and not all positions within that job category disappear, the reflection principle generally applies to determine who is proposed for dismissal. This is done on the basis of the age structure within categories, with the aim that the age structure before and after the reorganization remains as similar as possible. Which positions are considered interchangeable and exactly how the categories are structured is a legal assessment based on the actual content of the position — not based on a percentage of automatable tasks. A task analysis can provide input for the question of whether a position changes in substance, but it does not replace the reflection assessment.
A statement such as "forty percent of these tasks can be taken over by AI" describes a technical and organizational possibility at a given moment. It says nothing about the legal question of whether that is sufficient to eliminate a position, or about whether the freed-up capacity is structural or temporary. Business economic necessity, the redeployment investigation, and the reflection principle are each separate tests with their own burden of proof. Anyone who uses a task analysis as a substitute for those tests risks a procedure before the UWV or the subdistrict court failing because the substantiation does not match what is required.
It is also relevant that the deployment of AI systems itself may be subject to rules, for example when systems are used to assess or allocate work; see the page on high-risk AI in the workplace for more on this. The question of whether employees are sufficiently prepared to work with AI also touches on its own framework, described on the page on AI literacy as an obligation.
A factual overview of tasks and the extent to which AI can take them over is useful as information about workload, planning, and training needs. It can play a role in the broader conversation about the future of a team or department, and it can help identify what work remains and which skills are needed for it. What the organization does with that information — whether, and how, it becomes a personnel decision — is a choice that lies with the employer and that must comply with the applicable statutory requirements.
If you want to know which part of the tasks within a profile can technically be supported or taken over by AI today, you can fill in the free quickscan of ftetoai: twelve questions, no account required, with an indication of that share. That is a factual starting point, not personnel advice and not substantiation for a dismissal procedure. The full work scan, with more detail per task, is still under development. For the legal steps surrounding the elimination of a position — redeployment, the reflection principle, the procedure before the UWV — it is advisable to consult the current statutory text and implementation rules, possibly together with an expert who is familiar with your situation. Practical matters as well, such as managing the document signing process around a reorganization file, fall outside what a task analysis can substantiate.
Vraag maar. Ik ken de kennisbank van deze site; wat ik niet weet, zeg ik erbij.
Answers come from this site’s knowledge base. Not tailored advice, and not a scan of your company.