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Nowadays, automated decision-making (ADM) is becoming increasingly prevalent at work. A major issue of ADM is that it can limit employees' influence and control, which can reduce job satisfaction. Considering these potential disadvantages, identifying design features that allow human influence on ADM is necessary. We therefore investigated whether a key aspect of organizational justice research, having a voice, is such a feature that can solve the aforementioned issues. Having a voice means that one can express one's views to a decision-maker. While voice has been studied extensively in human decision-making (HDM), little consideration has been given to voice in ADM. Therefore, we tested the hypotheses that voice leads to positive consequences such as satisfaction with the decision-making process, trust, and job satisfaction, and that perceived control mediates the effect of voice. We investigated the hypotheses with two vignette studies (N1 = 108; N2 = 108). The participants were randomly assigned to a scenario in which a human/computer gave them voice/no-voice in a work-related decision (2x2 design). As reactions to the scenario, satisfaction with the decision-making process, trust, job satisfaction, and perceived control were measured with self-report questionnaires. Key findings are that voice led to satisfaction with the decision-making process, trust, and job satisfaction both in ADM and HDM. Perceived control mediated the effect of voice. Our findings support the proposition that ADM should allow employees to have voice, which is a crucial implication for research on decision-making systems. Hellwig, P., Schmid-Palzer, J., & Maier, G.W. (2025). Control! Why employees should have a voice in automated decision-making. Social Sciences and Humanities Open, 12:102113. https://doi.org/10.1016/j.ssaho.2025.102113