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.
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
What does AI compliance mean for HR teams?
It means knowing which AI systems influence people decisions, understanding which UK or EU rules apply, assessing privacy and discrimination risk, documenting human oversight and keeping evidence that the systems are monitored and reviewed.
Is an AI acceptable-use policy enough for compliance?
No. A policy is only one control. Employers also need an AI inventory, vendor due diligence, impact assessments, staff training, worker transparency, incident routes and periodic audits of outputs and decision outcomes.
How often should workplace AI controls be reviewed?
Review controls at least annually and whenever a model, vendor, data source, use case or applicable law changes. High-impact systems used in recruitment, monitoring or dismissal should receive more frequent outcome testing.
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