UK GDPR Articles 22A–22D came into force on 5 February 2026. In March, the ICO reported on voluntary engagement with more than 30 employers — many of whom believed they were using AI as decision support when they were, in practice, often making solely automated decisions.
Six questions about how you hire and what you use. They tell us whether these obligations reach you, and what putting it right would involve.
Express your interest →No card details. No obligation. We read every one ourselves — and will say so if we are not the right fit. See our Privacy Notice.
Recruitment agencies now use AI at almost every stage — sourcing, sifting, ranking, video assessment. Articles 22A–22D ask a specific question about each of those uses: was there meaningful human involvement, or did the system decide? Most agencies cannot answer that tool by tool, stage by stage, in writing.
We build that answer, and keep it current.
Six pillars, run on a recurring cycle rather than issued once and filed. When your hiring process changes, the review moves with it.
Each stage, each tool, each outcome is classified separately — the law treats a CV sift and a final rejection differently, and so should you.
Must-items act as gates. An unevidenced claim blocks the score rather than averaging quietly into it.
Written from your own answers and your own evidence, ready to put in front of a client, an auditor, or the ICO.
We do not certify anyone. There is no badge, no accreditation and no guarantee of compliance — those things do not exist in UK data protection law, and anyone offering you one is selling you a decoration.
What you get is an evidenced position: a record of what you use, how you use it, where a person genuinely decides, and what you did about the gaps. That is what a regulator asks for, and it is what holds up when they ask.
One subscription. No tiers, no premium version, nothing withheld.
£1,250 to onboard, then £500 a month. Six-month minimum term.
The first ten clients pay founding rates — £750 and £300 — held for as long as they stay subscribed.
See everything that’s included →The ICO engaged with employers on automated decision-making in recruitment and issued specific compliance recommendations.
Read article → June 2026Escalating regulatory scrutiny of AI hiring tools — from CV screening to video interview analysis.
Read article → June 2026The DUAA 2025 formal complaints process came into force on 19 June 2026. Here's what it requires.
Read article →