Mr. Jeremy Rollison:

I am happy to try to answer that. A lot of this, especially regarding AI and its use in the workplace, is recognised in some of the new regulation that has emerged. It has been captured by a lot of policymakers who are looking at exactly that concern. We learned a lot from our own experience during the pandemic when so many were connected. We launched some features and products to which the reactions were negative and we had to change those features and products. On one of the examples the Deputy mentioned, I can attest to the fact that I certainly do not enjoy being bothered at 11.30 p.m. with colleagues in the US who are nine hours behind. It is a very small thing but it is an example of where technology can go. We have built in ways for employees using our tools to set the hours during which they may be contacted. It can even be done the other way around. Some may work better at 11.30 p.m. but it is not nice to send those types of messages to others at that time, so you can set messages to only be sent during their working hours. There are small feature changes and technological improvements we can make to mitigate some of that issue.

On the more serious side of AI and its use in the workforce, this goes back to the high-risk definitions we talked about before. There are going to be much heavier obligations regarding the use of AI. I emphasise that we hope it will be humans using AI to inform a decision rather than decisions being entirely farmed out to AI. I believe prohibitions will increasingly emerge in that space. Those are important policy decisions. Some of that has been captured by the AI Act. It is a concern. We are engaged with works councils across Europe on this issue. I have even been part of discussions in which Microsoft's own internal employees have been talking about practices and codes for the internal use of our own technologies. It is an ongoing conversation and we are having it with labour unions and works councils across the world, both internally and externally.