AI Recruitment & Hiring Compliance Check

Why this matters

AI-powered applicant tracking systems, CV-screening algorithms, chatbot pre-screening tools, and automated video-interview analysis are now used by a large share of UK employers, including many small and medium-sized businesses relying on third-party recruitment platforms that quietly enable AI filtering by default. These tools sit at the intersection of two separate legal regimes: the Equality Act 2010, which prohibits both direct and indirect discrimination in recruitment on the grounds of protected characteristics, and UK GDPR, which restricts decisions “based solely on automated processing” that produce legal or similarly significant effects — such as rejecting a candidate without human involvement. ACAS has published specific guidance warning that AI recruitment tools can replicate or amplify bias present in historical hiring data, and the Equality and Human Rights Commission has flagged algorithmic screening as a growing source of indirect discrimination claims, particularly where tools disadvantage candidates by age, disability, ethnicity, or how they express themselves in writing or on video.

The Data (Use and Access) Act 2025 clarified and reformed the UK GDPR rules on automated decision-making, but did not remove the core protections that matter for recruitment: candidates must be given meaningful information about how automated processing was used, and are entitled to request human review of any significant automated decision, including rejection at an early screening stage. Employers who cannot explain how their recruitment software scores or filters candidates — because it was bought off the shelf and treated as a black box — are exposed on both fronts at once: an unfair or unexplained rejection can be challenged as discriminatory under the Equality Act, and as an unlawful automated decision under data protection law. With employment tribunal claims for discrimination carrying no compensation cap, and AI recruitment adoption accelerating fastest among smaller businesses that lack in-house HR or legal review of their tooling, this is a fast-growing area of exposure for UK employers of every size.

What you'll need

• Whether your business uses any software to screen, rank, or shortlist job applicants (including built-in AI features in recruitment platforms or job boards)
• Whether candidates are ever rejected or filtered out before a human reviews their application
• Whether you use chatbots, automated video interview scoring, or CV-parsing tools in your hiring process
• Your current recruitment and equal opportunities policies

What you'll get

A personalised compliance report covering: a score out of 100, an executive summary, a list of findings ranked by severity, and a prioritised action plan with timeframes.