When Hollywood writers went on strike in 2023, the headlines focused on AI. It wasn't the only issue, but it was the most important one because we had never seen a major labor group try to set specific, legally binding rules for generative AI before. That contract became more than just a deal to get people back to work. It became a practical guide for how workers can influence how new technology is used, rather than waiting for it to happen to them.

The rules in the WGA writers agreement are much more useful than a simple promise that AI won't replace people. For example, the contract makes it clear that AI cannot be considered a person. This means AI can't get writing credit, which keeps money and recognition tied to human creators even if they use AI tools during the process. Studios also can't force a writer to use AI, although writers can choose to if the company agrees. Most importantly, if a studio gives a writer an AI draft to correct, that writer gets paid and credited as if they wrote the entire piece. This stops studios from using AI to justify paying writers less for their work. Writers also receive the right to stop their past work from being used to train AI models, and the two sides agreed to meet twice a year to update these rules as technology changes.

This deal matters for everyone, not just those in entertainment. Industries like law, finance, and customer service are seeing the biggest changes from AI, but they don't have the same level of union protection. Most people in these fields are facing sweeping changes alone.

The WGA didn't aim to ban AI outright; the goal was unrealistic. Instead, they proved that workers can negotiate clear, enforceable rules about how technology fits into their jobs, and it shows how we can use AI in the workplace without trampling workers' rights.

One of the most significant parts of the contract is the plan for regular meetings. Most policy debates treat AI as a one-and-done problem, but a contract written in 2023 will feel old in 2026. By building in continuous discussions and possible revisions to the rules, the union ensured that the agreement could grow along with tech.

SAG-AFTRA negotiated similar AI protections later that year. Their focus was on how studios use digital replicas of performers, but the core idea was the same. A person's likeness or creative work has a value that the company shouldn't be able to take without compensation. These two deals together are the most detailed attempt we've seen to put AI rules into real contracts. They chose to settle these questions immediately instead of waiting for court battles years after the technology was in place.

You don't need a massive contract to start asking for specific protections if you work in a field without a union. Things like credit for human work, control over how your data is used for training, and a way to review how AI is used in your office are all practical things you can bring up in a performance review. Pointing to these real, negotiated deals in Hollywood gives you a starting point. It turns an abstract fear of AI into a professional conversation about how you want to work.