HR edition
This week: new rules from Europe, smarter help in the tools you already have, and scammers faking voices and faces.
Europe's AI rules really start on 2 August
From 2 August 2026, you must make it clear when you use AI. Regulators will actively check this.
On 2 August 2026, the main rules of the EU AI Act come into force. Organisations that use AI which talks to people must say so clearly. Watermarks on existing AI tools get a transition period until 2 December 2026. The toughest rules for high-risk AI have been pushed back to late 2027. For banned practices, fines can reach 35 million euros or 7% of global annual turnover.
Background for subscribersThis week, review your recruitment and selection process. Which tools use AI, and what exactly do they do? Ask the supplier for that explanation in writing. This way, you are prepared if a rejected candidate or the works council asks about it. Remember the firm HR rule: AI can help with text, but it can never decide about a person on its own. Selecting and rejecting stay human work, backed by an explanation you can justify.
AI for recruitment stays high risk under the EU AI Act
Since February 2025, AI for recruitment and selection has fallen under the high-risk category of the EU AI Act. That brings duties around transparency, data quality, and human oversight. In 2026, 78% of Dutch recruiters use AI tools; these save an average of 6.5 hours a week. Breaches can lead to fines of up to 15 million euros or 3% of global annual turnover.
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