Compliance · HR & Recruitment
EU AI Act compliance
for hr & recruitment in Norway
Hiring, performance monitoring, and worker information duties. The high-risk obligations bind from 2 August 2026, transposed into Norwegian law through KI-loven. Below is the obligation map for your sector, drawn live from the Kernal compliance graph.
High-risk deadline 2 August 2026 · Andes Labs · Oslo, Norway
Workers must be told before the system is used
Recruitment screening, candidate evaluation, task allocation, promotion and termination decisions, and performance or behaviour monitoring are all named high-risk in Annex III. Beyond the standard deployer duties, an employer must inform affected workers and their representatives before putting a high-risk HR system into use, alongside the consultation duties that already exist under EU and national labour law. The worker-information step is specific to employment and easy to miss.
Obligations that apply to hr & recruitment
5 obligations from the EU AI Act apply to this sector. Each shows what the duty requires and the evidence you will need to demonstrate it.
Human oversight
Assign human oversight to a competent, resourced, named person with authority to monitor, intervene, and stop the system.
Evidence you will need
- signed oversight assignment naming the owner
- oversight monitoring log
Monitor and suspend on risk
Monitor operation; suspend use and inform the provider or authority if a risk to health, safety or fundamental rights emerges or a serious incident occurs.
Evidence you will need
- monitoring procedure
- incident-escalation runbook
Keep logs
Retain the automatically generated logs under the deployer’s control for the appropriate period.
Evidence you will need
- log-retention policy
- sample retained logs
High-risk: AI for recruitment and selection
AI used to place targeted job ads, filter or screen applications, or evaluate candidates is high-risk.
Evidence you will need
- use-case classified high-risk under Annex III(4)(a)
Inform workers before a high-risk system is used
Employers must inform affected workers and their representatives before putting a high-risk employment AI system into use.
Evidence you will need
- worker/representative information notice
- record of consultation
Source: Regulation (EU) 2024/1689 (EU AI Act). This is general information, not legal advice; the high-risk classification of a specific system is fact-specific and should be confirmed with counsel.
How Kernal helps
Most of these duties are not about whether you comply — they are about whether you can demonstrate it. Human oversight, monitoring, logging, and impact assessments all produce evidence a regulator can ask for at any time. Kernal is the context layer that captures that evidence as the work happens: every interaction logged, the human decision recorded, an oversight chain you can show rather than assert.
The same obligation graph that renders this page is the one the product runs on. The Compliance Cartridge maps your AI systems to the obligations above and assembles the burden-of-proof record continuously, so the answer to "show us" is already structured.
See your hr & recruitment obligations
Thirty minutes to map your AI usage against the EU AI Act (KI-loven) obligations for hr & recruitment, and to see how the governance layer supports your programme before the 2 August 2026 deadline.
kernal.andes.no · Andes Labs · Oslo, Norway