The HR edition
The AI news of that week, in plain language.
The AI Act is now really being enforced, and HR is the first to feel it. This week: what you need to sort out, plus a warning about fake bosses on the phone.
AI literacy is now required: your staff need to know what AI can and cannot do
Since 2 August 2026, the regulator enforces the AI Act, and HR is first in line to sort this out.
The European AI Act has entered a new phase. Article 4 requires organisations that use AI to make sure staff are AI literate. They need to understand how a tool works, what the risks are, and when to distrust a result. Experts point out that HR, education, and public services are hit hardest. In your work, AI often comes down to decisions about people.
Background for subscribersThe duty is concrete: you must be able to show that staff understand what AI can and cannot do. Start small. Make a short session or note that explains how your tools work, where the risks are, and when you must not trust a result. Think of a chatbot in your HR system that answers a collective agreement question wrongly, but with great confidence. Also write down which tools use AI in recruitment and assessment, and ask the supplier for that explanation on paper. Then you are ready if the works council or a candidate asks.
Chatbots must now reveal that they are AI, in your work too
The Dutch Data Protection Authority (AP) points out that the transparency rules really apply since 2 August. A chatbot must be clearly presented as AI, and AI content must be recognisable to whoever receives it. So do not tuck this away in the small print. The AP advises organisations to sign the European code of practice and get their processes in order.
Background for subscribersThis is a taster.
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