AI in HR. Without employee data leaving the EU.
Applicants, employees, managers and volunteers: HR is where the EU AI Act asks the most of you. GoalCube lets you use AI for the heavy lifting while names stay in the EU and a person decides on cases about people.
Employees and applicants (HR)
- ApplicantsScreen CVs and applications with AI – a human decides, and names stay in the EU.Every business that hires · Recruitment agencies · Retail and services
- EmployeesHR cases, sick leave and rotas with AI – names stay in the EU, and a human decides.HR departments · Payroll teams · Manufacturing
- ManagersAppraisals, 360-degree feedback and leadership development with AI – without names or comments leaving the EU.Mid-sized businesses · Chains and franchises · Consultancies
- Temps and freelancersShifts, timesheets and contract extensions with AI – without temps' names leaving the EU.Staffing agencies · Health and social care · Construction
- Apprentices and internsApplications, placements and apprentice reviews with AI – with names kept in the EU.Trades and construction · Retail · Office and administration
- VolunteersRotas, newsletters and volunteer coordination with AI – names stay in the EU.Clubs and associations · Festivals · Charities and humanitarian organisations
- Former employeesExit interviews, references and access requests with AI – without old names leaving the EU.HR and payroll · Any business with staff turnover · Alumni networks
- Next of kin and emergency contactsEmergency contacts, travel plans and emergency planning with AI – without next of kin's details leaving the EU.HR and health & safety · Construction and manufacturing · Travel and overseas postings
What the law says
Recruitment and HR cases are high-risk
AI that sorts applicants or is used for promotion, dismissal and performance reviews is listed in Annex III of the EU AI Act. The requirements apply from 2 December 2027.
A person must decide
Article 22 GDPR gives people the right not to be subject to a decision based solely on automated processing. That already applies.
Emotion recognition is prohibited
AI that reads employees’ emotions in the workplace has been prohibited since 2 February 2025 (Art. 5).
Employees must be told
Before high-risk AI is put into use at work, employees and their representatives must be informed (Art. 26(7)).
Short and simplified. GoalCube helps you follow the rules; it is not legal advice.
Be among the first.
We expect to launch in November 2026. Join the waitlist and we’ll let you know when you can get started.