CSOAI - hiring + HR + EU AI Act
AI in hiring and HR and the EU AI Act
Recruitment and workforce AI are high-risk uses. Candidate-facing transparency lands 2 Aug 2026; full obligations phase in by Dec 2027. Here is what applies to hiring AI - and how it echoes NYC's bias-audit law.
High-risk uses in your sector
- !AI for recruitment and CV / resume screening
- !Automated interview or assessment scoring
- !AI in promotion and termination decisions
- !Task allocation and performance monitoring
What you must do
- +Bias audits on selection outcomes (echoes NYC LL144)
- +Notice to candidates that AI is used
- +Human review of automated decisions
- +Documentation, logging, and record-keeping
Questions, answered
Is AI recruitment high-risk under the EU AI Act?
Yes. AI used to screen, rank, or assess candidates, or to make employment decisions, is a high-risk use under the EU AI Act.
Do I have to tell candidates AI is used?
Yes. Transparency obligations require informing people when they are subject to an AI system, and these duties apply from 2 August 2026.
How does this relate to NYC Local Law 144?
Both require bias auditing of automated employment tools. A single bias-audit program can be designed to satisfy NYC LL144 and EU AI Act expectations together.
Ask the Sovereign — the EU AI Act for hr
Governed answer · AI governance & cybersecurity only · signed to Layer 0
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