W D
EU AI Act: Not High Risk Q4

Employee Relations Case Agent

Structured case management for sensitive employee matters.

Manages employment law cases: warnings, grievances, and terminations - deadline-compliant, hearing-rights-preserved, and audit-proof.

Analyse your process
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Assessment

Agent Readiness 41-48%
Governance Complexity 76-83%
Economic Impact 41-48%
Lighthouse Effect 38-45%
Implementation Complexity 51-58%
Transaction Volume Weekly

What This Agent Does

Employee relations cases - grievances, harassment complaints, disciplinary matters, conflict resolution - are among the most sensitive HR processes. Each case requires careful handling: defined timelines, proper documentation, confidentiality controls, impartial investigation, and compliance with employment law. A mishandled case can result in legal liability, employee harm, and organisational damage. The Employee Relations Case Agent provides structured case management without replacing human judgement. It tracks case lifecycles from intake to resolution, enforces documentation standards at each stage, maintains confidentiality controls on case information, monitors response deadlines (many of which are legally mandated), and produces the documentation required for legal review and potential tribunal proceedings. The agent does not make decisions about case outcomes. It ensures the process is followed: the right people are notified, deadlines are met, documentation is complete, and confidentiality is maintained.

Micro-Decision Table

Human
Rules Engine
AI Agent
Each row is a decision. Expand to see the decision record and whether it can be challenged.
Intake case Record initial complaint or report with classification Human

Human intake to assess urgency and sensitivity

Decision Record

Decider ID and role
Decision rationale
Timestamp and context

Challengeable: Yes - via manager, works council, or formal objection process.

Classify case type Categorise as grievance, complaint, disciplinary, or investigation Human

Human classification determines process path and urgency

Decision Record

Decider ID and role
Decision rationale
Timestamp and context

Challengeable: Yes - via manager, works council, or formal objection process.

Assign case handler Route to appropriate HR specialist or investigator Rules Engine

Assignment rules based on case type, severity, and conflict-of-interest checks

Decision Record

Rule ID and version number
Input data that triggered the rule
Calculation result and applied formula

Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.

Apply confidentiality controls Set access restrictions based on case sensitivity Rules Engine

Confidentiality rules per case type and involved parties

Decision Record

Rule ID and version number
Input data that triggered the rule
Calculation result and applied formula

Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.

Track response deadlines Monitor legally mandated and policy-required response times Rules Engine

Calendar-based deadline tracking with escalation

Decision Record

Rule ID and version number
Input data that triggered the rule
Calculation result and applied formula

Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.

Document investigation steps Record all investigation activities with dates and participants Human

Human documentation of investigation activities

Decision Record

Decider ID and role
Decision rationale
Timestamp and context

Challengeable: Yes - via manager, works council, or formal objection process.

Notify involved parties Send required notifications at each process stage Rules Engine

Notification rules per case type and process stage

Decision Record

Rule ID and version number
Input data that triggered the rule
Calculation result and applied formula

Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.

Validate documentation completeness Check that all required documentation is present at each stage Rules Engine

Completeness rules per case type and process stage

Decision Record

Rule ID and version number
Input data that triggered the rule
Calculation result and applied formula

Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.

Record case outcome Document resolution, disciplinary action, or settlement Human

Human decision on case outcome with full documentation

Decision Record

Decider ID and role
Decision rationale
Timestamp and context

Challengeable: Yes - via manager, works council, or formal objection process.

Archive case Store completed case with correct retention and access controls Rules Engine

Automated archival per case type retention rules

Decision Record

Rule ID and version number
Input data that triggered the rule
Calculation result and applied formula

Challengeable: Yes - rule application verifiable. Objection possible for incorrect data or wrong rule version.

Decision Record and Right to Challenge

Every decision this agent makes or prepares is documented in a complete decision record. Affected employees can review, understand, and challenge every individual decision.

Which rule in which version was applied?
What data was the decision based on?
Who (human, rules engine, or AI) decided - and why?
How can the affected person file an objection?
How the Decision Layer enforces this architecturally →

Prerequisites

  • Case management system with confidentiality controls
  • Case type classification and process definitions
  • Investigator assignment rules with conflict-of-interest checks
  • Documentation templates per case type and stage
  • Deadline tracking and escalation infrastructure
  • Legal review process for case outcomes
  • Works council notification requirements for disciplinary cases
  • Retention rules per case type

Governance Notes

EU AI Act: Not High Risk
Not classified as high-risk under the EU AI Act - the agent manages case administration without making decisions about employment conditions. However, the data sensitivity is extreme: employee relations cases involve allegations, investigation findings, and disciplinary outcomes that must be protected with the highest confidentiality. GDPR special category data (Article 9) may be involved (health, trade union membership, disciplinary records). Access controls must be strictly enforced. Works council information and consultation rights apply to disciplinary processes in most jurisdictions.

Infrastructure Contribution

The Employee Relations Case Agent builds the sensitive case management infrastructure - confidentiality controls, structured investigation workflows, and legally defensible documentation patterns - that supports any agent handling sensitive employee matters. Builds Decision Logging and Audit Trail used by the Decision Layer for traceability and challengeability of every decision.

Does this agent fit your process?

We analyse your specific HR process and show how this agent fits into your system landscape. 30 minutes, no preparation needed.

Analyse your process

What this assessment contains: 9 slides for your leadership team

Personalised with your numbers. Generated in 2 minutes directly in your browser. No upload, no login.

  1. 1

    Title slide - Process name, decision points, automation potential

  2. 2

    Executive summary - FTE freed, cost per transaction before/after, break-even date, cost of waiting

  3. 3

    Current state - Transaction volume, error costs, growth scenario with FTE comparison

  4. 4

    Solution architecture - Human - rules engine - AI agent with specific decision points

  5. 5

    Governance - EU AI Act, works council, audit trail - with traffic light status

  6. 6

    Risk analysis - 5 risks with likelihood, impact and mitigation

  7. 7

    Roadmap - 3-phase plan with concrete calendar dates and Go/No-Go

  8. 8

    Business case - 3-scenario comparison (do nothing/hire/automate) plus 3×3 sensitivity matrix

  9. 9

    Discussion proposal - Concrete next steps with timeline and responsibilities

Includes: 3-scenario comparison

Do nothing vs. new hire vs. automation - with your salary level, your error rate and your growth plan. The one slide your CFO wants to see first.

Show calculation methodology

Hourly rate: Annual salary (your input) × 1.3 employer burden ÷ 1,720 annual work hours

Savings: Transactions × 12 × automation rate × minutes/transaction × hourly rate × economic factor

Quality ROI: Error reduction × transactions × 12 × EUR 260/error (APQC Open Standards Benchmarking)

FTE: Saved hours ÷ 1,720 annual work hours

Break-Even: Benchmark investment ÷ monthly combined savings (efficiency + quality)

New hire: Annual salary × 1.3 + EUR 12,000 recruiting per FTE

All data stays in your browser. Nothing is transmitted to any server.

Employee Relations Case Agent

Initial assessment for your leadership team

A thorough initial assessment in 2 minutes - with your numbers, your risk profile and industry benchmarks. No vendor logo, no sales pitch.

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Related Pages

Decision Layer
Governance layer between AI agent and target system. Every decision documented and challengeable.
Co-Determination & AI
Works council, works agreements, and co-determination as architecture constraint.
HR AI Agents
All HR agent services at a glance.
HR Agent Readiness
7 questions, 3 minutes. How ready is your organisation?
Assessment eBook
15 questions for your leadership team as PDF.

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Frequently Asked Questions

Does the agent decide case outcomes?

No. Every case outcome - whether a grievance is upheld, a complaint is substantiated, or a disciplinary action is taken - is a human decision made by qualified HR professionals with legal guidance. The agent manages the process.

How is confidentiality maintained?

Case data is compartmentalised: only the assigned case handler, their supervisor, and legal counsel have access. Access is logged. The agent enforces these controls technically, not just through policy.

What Happens Next?

1

30 minutes

Initial call

We analyse your process and identify the optimal starting point.

2

1 week

Discover

Mapping your decision logic. Rule sets documented, Decision Layer designed.

3

3-4 weeks

Build

Production agent in your infrastructure. Governance, audit trail, cert-ready from day 1.

4

12-18 months

Self-sufficient

Full access to source code, prompts and rule versions. No vendor lock-in.

Implement This Agent?

We assess your process landscape and show how this agent fits into your infrastructure.