The HR edition
The AI news of that week, in plain language.
This week is all about rules and responsibility. The European AI law puts HR centre stage, while the tools keep getting smarter.
EU AI Act: enforcement begins, and HR is first in line
From 2 August 2026, regulators will really watch AI literacy and transparency. The strictest rules for recruitment AI move to late 2027.
The European AI law is starting to move. On 24 July 2026 the so-called Digital Omnibus was published, and it came into force on 27 July. The key point for HR: the deadline for high-risk AI, such as software that filters or scores applicants, shifts from 2 August 2026 to 2 December 2027. But not everything waits. From 2 August 2026 the Dutch regulators (the Autoriteit Persoonsgegevens and the RDI) will already enforce the duty of AI literacy (Article 4) and the transparency duty (Article 50).
Background for subscribersYou do not have to meet the recruitment-AI deadline (2 December 2027) today. But the literacy and transparency duties already apply from 2 August 2026. So start with a simple overview: which tools in your recruitment, selection and assessment use AI, and what exactly do they do? Ask the supplier to put that explanation in writing. With a chatbot, add a short line that says it is AI. That way you are ready if a candidate or the works council asks.
Recruitment AI: 78% already use it, but a human has the final say
In 2026, 78% of Dutch recruiters use AI tools such as ChatGPT, Claude or Gemini. That saves 6.5 hours a week on average. But software that ranks CVs or scores applicants falls under the high-risk category of the EU AI Act. That calls for documentation, human oversight and information for candidates. An internal HR chatbot for common questions does not fall under this.
Background for subscribersThis is a taster.
Subscribers read the whole HR edition: every story, each with its background in plain language.
Subscribe →