Meta Faces Discrimination Lawsuit Over AI-Driven Layoffs

San Francisco, CA - A group of current and former Meta employees have filed a lawsuit against the social media giant, alleging that the company utilized artificial intelligence in its recent layoff decisions, leading to discriminatory practices against protected workers.

Allegations of AI Bias in Workforce Reduction

The lawsuit, filed in the United States Northern District Court of California, claims that Meta's sophisticated internal AI systems failed to account for approved absences, such as medical leave for pregnancies and disabilities, when determining which employees to terminate. The plaintiffs, 26 unnamed workers who were part of Meta's May layoff round, argue that the AI tools relied on metrics like performance ratings, productivity, and AI token consumption, which are inherently disadvantaged for employees on protected leave or with disabilities.

Attorneys for the plaintiffs stated, "Those tools draw on inputs—performance ratings, calibration scores, productivity and output metrics, 'AI-native' ratings, and AI-token consumption—that, by design, cannot be accumulated by an employee who is on protected medical or family leave, or whose output is reduced by a disability." The lawsuit accuses Meta of employing these metrics in a way that unfairly targeted certain employees.

Meta Responds to Lawsuit

A Meta spokesperson has refuted the claims, stating, "The claims lack merit and are not based on facts." The company asserts that all workforce management and organizational decisions were made by human personnel, not AI. This statement directly contradicts the plaintiffs' allegations regarding the AI's role in the layoff process.

Broader Implications and Precedent

This legal challenge highlights growing concerns about the impact of artificial intelligence on employment, particularly for individuals with disabilities and those utilizing protected leave. The case draws parallels to a recent ruling where a federal judge allowed a lawsuit against tech firm Workday to proceed, alleging the company's AI hiring tools were discriminatory. In that instance, the judge ruled that Workday must face claims that its AI-powered job screening services violated anti-discrimination laws.

The Meta plaintiffs are seeking a preliminary injunction to maintain the status quo of their employment while an independent audit of the AI selection process is conducted and their arbitration claims are resolved.

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