HR edition
This week, everything revolves around one date: 2 August. From then on, you must say when AI is involved, including in your recruitment.
EU AI Act: in three weeks, your AI use must be transparent
On 2 August 2026, the EU AI Act's transparency rules start. For HR, this mainly affects your recruitment.
On 2 August 2026, Article 50 of the EU AI Act comes into force. Chatbots will then need to make clear that they are AI, and AI-made content must be labelled. Almost every Dutch company that uses ChatGPT, Copilot or a similar tool falls under the law as a 'user'. For HR, there's a second layer: AI for recruitment and selection counts as high-risk, with the same deadline of 2 August.
Background for subscribersThis week, go through your recruitment and selection process. Which tools actually use AI, and what exactly do they do? Note whether they write (may help) or choose (stays human work). Make sure you can explain why someone was rejected, and that a human has the final say. Inform candidates that you use AI. Then you're ready if a rejected candidate or the works council asks about it.
AI in recruitment counts as high-risk: here's what to arrange
The EU AI Act labels AI for recruitment and selection as high-risk: from filtering applications to assessing candidates, and also AI that influences promotion, dismissal or performance reviews. The enforcement deadline is 2 August 2026. Employers must ensure human oversight, check algorithms for bias and inform employees in advance.
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