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.
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.
Frequently asked questions
How should UK employers control bias in AI recruitment?
Test selection rates at each hiring stage, review model inputs for proxies for protected characteristics, keep validity evidence, provide accessible alternatives and run an independent human review of rejected candidates. Repeat the audit after material model changes.
Is AI employee monitoring lawful in the UK?
It can be lawful where the employer has a specific purpose, chooses the least intrusive effective method, completes the required assessments, tells workers what is collected and ensures a person reviews consequential decisions. Covert monitoring is exceptional and needs senior authorisation.
How can HR use AI during restructuring without increasing legal risk?
Document the criteria and data used, test outcomes for indirect discrimination, keep managers responsible for selection decisions, consult employee representatives and give affected employees a route to challenge inaccurate information.
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