content: The danger is that these "algorithms" can be used to arbitrarily fire or make life difficult for employees who are not actually disgruntled (false positive) and/or be intentionally used to obfuscate the "real reason" they want to fire someone. As an example, we've been trying for decades to develop methods to detect who might be violent, but in the end we have a lot of false positives as well as false negatives.  Whoever is selling these "algorithms" to businesses are probably overstating their effectiveness, and this is a dangerous precedent, if the algorithm is considered under the law as "evidence" that an employee is somehow unfit or whatever, when their actual performance is fine.  Someday perhaps these algorithms will be better, but determining human behavior is much more complicated than say, a self-driving car.