AI Governance in HR and Hiring - Spring 2026
What EU, US and UK law requires in 2026
Issue 04 is now available: AI governance in HR and Hiring
Most agencies using AI to screen candidates have not run a bias audit. Most have not mapped where candidate data goes when it hits a third-party LLM. Most have not built the contestation routes the UK’s DUAA required from February 2026.
And that’s just the hiring side.
AI tools used to monitor placed workers, allocate tasks, evaluate performance, or influence contract renewals sit in exactly the same high-risk category under the EU AI Act as CV screening tools. Annex III covers both. The obligations, risk management, human oversight, audit trails, candidate and worker notification, apply to the full employment lifecycle, not just the point of hire.
The ICO’s March 2026 recruitment ADM report named 16 organisations that have since committed to change how they operate. The New York Comptroller’s audit found at least 17 instances of potential non-compliance at companies DCWP had already reviewed and cleared. Both reports looked at hiring. The next wave of regulatory attention is likely to look further along the employment chain.
The AI Governance Playbook’s HR edition covers what the rules require across the EU, US, and UK, for agencies and in-house teams running the process, and for the founders building the tools.
The PDF is linked below [if you are a free subscriber, you can upgrade to access the report.]
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Note that this briefing is for informational purposes only and doesn’t constitute advice of any kind. For questions specific to your work, talk to a qualified lawyer in your jurisdiction.
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