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 can HR use AI responsibly in day-to-day processes?
Start with a defined HR problem, use accurate and relevant data, disclose AI use, preserve meaningful human review, test outcomes for disadvantage and give candidates or employees a practical way to challenge errors.
What human oversight should HR keep over AI recommendations?
A trained decision-maker should review the underlying evidence, understand the system's limitations, record whether the recommendation was accepted or rejected and have genuine authority to depart from it.
How should HR measure whether an AI tool is working fairly?
Track accuracy, appeal outcomes, completion rates and selection or impact rates across relevant groups. Compare outcomes before and after deployment, investigate material disparities and document the corrective action taken.
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