Twenty-six Meta employees filed a federal lawsuit alleging the company used AI-informed metrics and monitoring tools to select workers for layoffs, disproportionately affecting those on medical and parental leave. The plaintiffs say Meta relied on internal AI systems, keystroke and activity data, token-usage dashboards, and algorithmically assisted performance rankings that failed to account for protected leave, violating federal and state laws including the FMLA, ADA, and Title VII’s disparate-impact doctrine. The suit, filed in Oakland, follows Meta’s May plan to cut about 8,000 jobs, or roughly 10% of its workforce; the plaintiffs’ separations are set to begin July 22. Meta disputed the claims, saying workforce decisions were made by people, not AI, and that the allegations lack merit. The case highlights growing legal scrutiny of algorithmic tools in employment decisions and the risks companies face if automated metrics collide with leave and accommodation protections.
Related articles:
NIST AI Risk Management Framework
Enforcement Guidance on Pregnancy Discrimination and Related Issues
Family and Medical Leave Act (FMLA) overview and resources
