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.
Employee monitoring in the UK: what the law allows
A practical guide to lawful workplace monitoring in the UK — the UK GDPR lawful basis, ICO expectations, when a DPIA is mandatory, covert monitoring, and how AI-driven productivity tracking changes the analysis.
AI in recruitment: UK discrimination law and bias audits
How the Equality Act 2010 applies to CV screening, video interviews and candidate scoring, what a defensible bias audit looks like, and the vendor questions that protect employers from tribunal claims.
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.
Automated decisions about employees: UK GDPR Article 22 explained
When an AI-supported decision about a worker counts as solely automated, what safeguards UK GDPR requires, what meaningful human review looks like, and how to answer an employee who challenges a score.
AI-driven restructuring and redundancy: the UK legal duties
What UK employers must get right when AI adoption drives role changes or redundancies — genuine redundancy tests, selection criteria, consultation duties, and the risks of using AI in the selection process itself.
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
What should a UK employer check before deploying workplace AI?
Identify the personal data and employment decisions involved, establish a lawful basis, assess discrimination and privacy risks, complete a DPIA where required, check vendor evidence and define who can override the system.
Do workers need to be told when AI is used?
Yes. Transparency is central to UK GDPR and fair employment practice. Explain where AI is used, what it assesses, how outputs influence decisions, how long data is retained and how a worker or candidate can request human review.
Which UK workplace AI uses carry the highest risk?
Automated rejection, biometric or emotion analysis, continuous monitoring, performance scoring and redundancy selection carry elevated risk because they can significantly affect livelihoods and may engage equality, privacy and automated-decision rules.
Get AI & HR insights every week
One email a week with the latest cases, regulations and practical guidance on AI in the workplace.