AI & HR compliance guides
Reference guides for HR, legal and people teams navigating AI at work in the UK and EU. Written for practitioners, kept current as the law changes.
EU AI Act and HR: what employers must do
How the EU AI Act classifies recruitment, monitoring and people-management systems as high risk, which obligations fall on employers as deployers, and the compliance deadlines that matter for HR.
How to write a generative AI policy for your workplace
A practical template and drafting guide for a generative AI policy — approved tools, confidential data rules, disclosure requirements, accountability for output, and how to handle misuse fairly.
AI vendor due diligence for HR: the questions to ask
A procurement checklist for HR teams buying AI tools — the contract terms, evidence and documentation to demand from vendors on bias, data protection, EU AI Act status, security and liability.
Frequently asked questions
Why does the EU AI Act treat employment AI as high risk?
AI used to recruit, evaluate, allocate work to or make decisions about workers can materially affect access to employment and working conditions. The Act therefore imposes risk-management, data-quality, documentation, transparency and human-oversight requirements.
Are workplace emotion-recognition systems allowed in the EU?
Emotion-recognition systems in the workplace are prohibited, subject only to narrow exceptions such as medical or safety reasons. HR should treat sentiment or emotion scoring from voice, facial or behavioural data as a prohibited-practice issue.
What records should EU deployers keep for HR AI?
Keep an inventory of systems, provider instructions and conformity evidence, impact assessments, oversight arrangements, worker notices, training records, monitoring results and automatically generated logs where those logs are under the employer's control.
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