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
When does the EU AI Act apply to HR systems?
The Act can apply when an AI system is deployed in the EU, when affected workers are located in the EU, or when the system's output is used in the EU. Recruitment, candidate screening, performance evaluation, task allocation and worker monitoring can fall within its high-risk employment category.
What must employers do as deployers of high-risk AI?
Employers must use the system as instructed, assign competent human oversight, use relevant and representative input data, retain logs they control, monitor performance and inform workers before the system is used. Some deployers must also complete a fundamental-rights impact assessment.
Does the EU AI Act affect UK-based employers?
Yes, where the employer deploys in-scope AI for EU-located workers or uses the system's output in the EU. UK-only recruitment and employment remain governed primarily by UK GDPR, the Data Protection Act 2018 and the Equality Act 2010.
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