Questions, answered · HR directors
How can we make HR work simpler with AI now, within EU rules?
Reviewed by the Settio team · Updated · Facts checked against the official sources below
Begin with repetitive work that has no decision about a person in it, such as drafts, answers to common questions and moving information between tools. Keep a person in charge of every decision about candidates and staff: AI used to recruit, select or decide about workers is high-risk under the EU AI Act, with extra duties from 2 December 2027. AI that reads the emotions of people at work has been banned since 2 February 2025.
Read the full guideEU AI Act for HR: What Counts as High-Risk in HiringIn detail
- High-risk under the AI Act: AI that recruits or selects people (targeted job ads, filtering applications, evaluating candidates), decides on promotion, termination or tasks, or monitors and evaluates performance (Annex III, point 4).
- Those high-risk duties apply from 2 December 2027 (Article 113, as amended by Regulation (EU) 2026/1744).
- An employer that uses a high-risk AI system at work must tell the workers' representatives and the workers affected (Article 26(7)).
- Inferring the emotions of people at work is banned, except for medical or safety reasons (Article 5(1)(f)), since 2 February 2025.
- Personal data still falls under GDPR: use only what each task needs (Article 5(1)(c)).
How Settio helps
Settio sets up AI for HR so that a person makes every decision and nothing screens candidates or monitors staff. It starts with a free workshop.
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- AI for HR teams
- How to connect your HR systems and services
- Companies in Sweden that set up AI for HR
Sources
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Informational only. This guide is not legal advice. Always verify requirements with official government sources before acting. Facts checked 2 November 2026. About this information