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.
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 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
Which UK laws apply when HR uses AI?
The main frameworks are UK GDPR and the Data Protection Act 2018 for personal data and automated decisions, and the Equality Act 2010 where AI affects recruitment, monitoring, performance management or dismissal. ICO guidance also expects proportionality, transparency and human oversight.
When does a UK employer need a DPIA for workplace AI?
A data protection impact assessment is normally required before deploying AI that systematically monitors workers, uses innovative technology, processes special-category data or makes significant decisions about people. Complete it before procurement or rollout, not after complaints arise.
Can AI make employment decisions automatically in the UK?
Decisions with legal or similarly significant effects generally require meaningful human involvement under UK GDPR Article 22. A reviewer must have the information, competence and authority to reach a different decision; simply approving an AI recommendation is not enough.
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