Training course – EU AI Act & AI Compliance – Human Resources

EU AI Act & AI Compliance for HR Teams

Putting the EU AI Act into practice: risk categories, deployer obligations, AI literacy under Art. 4, AI policy and GDPR interfaces.

Duration
6 hours, one session
Format
Online or on-site
Language
German or English
Participants
open dates or exclusive for your team
Certificate
Certificate of attendance

Overview

This course connects EU AI Act & AI Compliance with the everyday processes of Human Resources. Participants work on realistic scenarios and leave with prompts, workflows and checklists they can use straight away.

The EU AI Act is the first comprehensive legal framework for artificial intelligence, and it applies not only to providers but also to organisations that use AI systems in their daily work. In this compact course you will learn how the regulation is structured: prohibited practices, high-risk systems, transparency obligations and general-purpose AI models. You will find out which role your organisation plays as a deployer, which obligations follow and how to record and classify the AI applications you use in a structured way.

The practical part turns the requirements into manageable steps. You clarify what the AI literacy obligation under Article 4 means in concrete terms, how to organise training in a verifiable way and what an internal AI policy should cover. You also examine the interfaces with the GDPR, such as legal bases, data protection impact assessments and automated decision-making. You leave with an AI inventory template, a draft policy and a clear compliance roadmap for your area of work.

HR departments are service providers, advisers and change agents at once: they manage contracts and processes, support managers and drive topics such as people development and company culture. Generative AI can take a lot off their plate. AI assistants draft policies, employment references, job descriptions and employee communications, answer recurring questions on leave, working time or benefits and help design training and feedback processes. Automation speeds up onboarding and offboarding and analyses employee surveys. HR, however, demands particular care: personnel data is highly sensitive, decisions about people must remain fair and transparent, and many AI applications require works council involvement. Considering these conditions from the start builds acceptance and turns AI into genuine relief.

The course is delivered live – either online in a virtual classroom or on-site in our training rooms in Munich, Salzburg, Berlin, Augsburg, Hanover, Bremen, Stuttgart and Kaiserslautern. We can also run it exclusively for your team.

Who is this course for?

  • HR business partners
  • HR officers and generalists
  • Learning and development specialists
  • Payroll and HR administration staff
  • Heads of HR and CHROs

Typical challenges we address

  • Handling recurring employee queries alongside strategic work
  • Producing policies, references and documents quickly and in a legally sound way
  • Coordinating onboarding and offboarding across many stakeholders
  • Analysing employee feedback and HR metrics meaningfully

What you will be able to do

  • You can explain how the EU AI Act is structured and assign your organisation to the correct roles.
  • You can classify the AI applications in use by risk category and maintain an AI inventory.
  • You can name the specific obligations of deployers and derive appropriate measures.
  • You can develop an AI literacy concept under Article 4 and a draft internal AI policy.
  • Create HR documents, communications and development concepts efficiently and soundly with AI.
  • Automate HR processes such as onboarding and employee queries with clear responsibilities.
  • Take employee data protection, co-determination and the EU AI Act into account when using AI in HR.

Course outline

Module 1 Structure and logic of the EU AI Act
  • Objectives, scope and phased application of the regulation
  • Roles at a glance: provider, deployer, importer and distributor
  • The risk-based approach: prohibited practices, high risk, limited risk and minimal risk
  • Specific rules for general-purpose AI models
Module 2 Classifying risk in practice
  • Prohibited practices such as social scoring or emotion recognition in the workplace
  • High-risk areas under Annex III, including recruitment, creditworthiness and education
  • Transparency obligations for chatbots, synthetic content and deepfakes
  • Recording and classifying your own AI applications in an AI inventory
Module 3 Obligations for deployers of AI systems
  • Use in line with instructions and human oversight by competent staff
  • Input data quality, monitoring of operation and retention of logs
  • Informing employees and affected persons and reporting serious incidents
  • Fundamental rights impact assessment: when it is required and how it works
Module 4 AI literacy under Art. 4 and internal AI policy
  • What sufficient AI literacy means for different roles
  • Designing training concepts and documenting measures verifiably
  • Components of an AI policy: approved tools, data classes, approvals and labelling
  • Responsibilities, AI officers and involving the works council and IT
Module 5 GDPR interfaces and governance
  • Legal bases, purpose limitation and data minimisation when using AI
  • Data protection impact assessment and its relationship to the fundamental rights assessment
  • Automated individual decisions, data subject rights and data processing agreements
  • Compliance roadmap: priorities, ownership and regular review
Module 6 Practice lab: Human Resources
  • Drafting HR documents
  • Employment references
  • Employee self-service
  • Onboarding automation
  • Survey analysis
  • People development
Module 7 Data protection, quality & transfer to daily work
  • Personnel data is protected by the GDPR and national employee data protection rules; in Germany, introducing AI systems capable of monitoring behaviour or performance requires works council co-determination under the Works Constitution Act. AI used for decisions on promotion, termination or performance evaluation is high-risk under the EU AI Act.
  • Ground rules for safe AI use in your team
  • Checking results: facts, sources, tests and the four-eyes principle
  • Personal action plan for the next 30 days
  • Open questions, outlook and resources for further learning

Practical scenarios from your field

Drafting HR documents

An AI assistant drafts policies, works agreement proposals, job descriptions and employee information in plain language, which HR then checks against employment law and agrees internally.

Employment references

Based on a structured performance assessment, AI drafts a reference letter at the appropriate rating level with favourable yet truthful wording, which HR checks against established reference conventions.

Employee self-service

A knowledge assistant answers questions on leave, travel expenses, working time or benefits based on approved policies, cites the source and hands complex cases to HR.

Onboarding automation

Workflows create checklists, welcome emails, induction plans and tasks for IT, the line manager and buddies, so new joiners are well prepared from day one.

Survey analysis

Free-text answers from employee surveys or exit interviews are anonymised and clustered by theme, sentiment summarised and fields of action for leadership and HR derived.

People development

AI supports the design of training programmes, competency models, learning paths and guides for performance and feedback conversations, tailored to roles and company culture.

Prerequisites

No legal background is required. A basic knowledge of the GDPR and an overview of the AI applications used or planned in your area are helpful. You work in HR and know the core HR processes and basic employment law in your organisation.

Technical requirements

All you need is a laptop with an up-to-date browser and an office suite for working with templates. No special AI licences are necessary.

Data protection & compliance

Personnel data is protected by the GDPR and national employee data protection rules; in Germany, introducing AI systems capable of monitoring behaviour or performance requires works council co-determination under the Works Constitution Act. AI used for decisions on promotion, termination or performance evaluation is high-risk under the EU AI Act.

Dates & locations

For every location we suggest a date roughly four weeks ahead. Your preferred date is always possible.

  • Munich Wed, 16 December 2026 6 hrs Request
  • Salzburg Thu, 10 December 2026 6 hrs Request
  • Berlin Thu, 10 December 2026 6 hrs Request
  • Augsburg Tue, 15 December 2026 6 hrs Request
  • Hanover Wed, 16 December 2026 6 hrs Request
  • Bremen Wed, 16 December 2026 6 hrs Request
  • Stuttgart Wed, 16 December 2026 6 hrs Request
  • Kaiserslautern Fri, 11 December 2026 6 hrs Request
  • Online Thu, 10 December 2026 6 hrs Request

Frequently asked questions

Does the EU AI Act apply to companies that only use AI tools?

Yes. Anyone using AI systems under their own authority in a professional context is a deployer. All deployers must, in particular, ensure that their staff have sufficient AI literacy. Where high-risk systems are used, for example in recruitment, further obligations apply, such as human oversight, logging and informing the people affected.

Does this course satisfy the training obligation under Article 4?

The course covers core AI literacy content and you receive a certificate of attendance that you can add to your documentation. However, Article 4 requires measures tailored to role, prior knowledge and context of use. That is why you also learn how to set up and maintain your own AI literacy concept for your organisation.

Does the course replace legal advice?

No. The training provides practical knowledge for specialists and managers so they can interpret requirements, ask precise questions and implement first measures. For binding assessments of individual systems, especially in high-risk areas, you should involve your legal department, your data protection officer or external specialist lawyers.

Does the works council have to agree to AI use?

Often, yes. In Germany, as soon as an AI system is technically capable of monitoring employee behaviour or performance, the works council has co-determination rights, plus information and consultation rights. We show how to involve employee representatives early and what an AI framework agreement typically covers.

May we process personnel data in AI tools?

Only in approved environments with a data processing agreement, a clear purpose and a legal basis. Many tasks, such as drafting policies or training concepts, need no personal data at all. Where they do, minimise and pseudonymise the data. In the course we develop practical rules for your HR team.

How much does “EU AI Act & AI Compliance for HR Teams” cost?

The course costs a flat €949 plus VAT per participant – whether online or on-site. This includes 6 hours of live training with a trainer, course materials, a lab environment and a certificate of attendance.

Can I suggest my own date?

Yes. For every location we suggest a date roughly four weeks ahead. In the request form you can always describe your preferred date or period in free text – we check availability and get back to you within one working day.

Is the course online or on-site?

Both are possible: live online in a virtual classroom or on-site in Munich, Salzburg, Berlin, Augsburg, Hanover, Bremen, Stuttgart and Kaiserslautern. We can also run the course exclusively for your team.

Can the course be tailored to our team?

Yes. Tailor-made courses cost approx. €4,500 more, depending on the topic and by arrangement. We agree content, examples and exercises with you in advance.

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