Australia — Privacy Act (APPs), automated-decision transparency, and anti-discrimination
What it asks of employers
- Tell candidates what you collect and keep a privacy policy. When you collect a candidate's personal information, tell them why and how it will be handled, and keep an up-to-date, clearly expressed privacy policy.
- Disclose in your privacy policy that you use automated decisions. Update your privacy policy to say that you use automated decision-making, the kinds of decisions involved, and the personal information used, where those decisions could significantly affect a candidate. This applies from 10 December 2026.
- Correct inaccurate candidate information on request. When a candidate says information about them is wrong, correct it — in your applicant tracking system if the record is there, or by asking Amp to update information held in Amp, which Amp does through support on request.
- Don't use AI that discriminates in hiring. You may not use AI in recruiting or hiring in a way that discriminates against a candidate on a protected ground; review Amp's bias-test and audit evidence before and while you use the tool.
- Notify eligible data breaches to the OAIC and affected candidates. If a data breach is likely to result in serious harm to a candidate and you can't prevent that harm through remedial action, notify the Office of the Australian Information Commissioner and the affected candidates as soon as practicable, under the Notifiable Data Breaches scheme.
What Amp does
- Amp answers candidate requests to see their data. When a candidate asks for the personal information you hold, Amp gathers it so you can give the candidate access.
- Amp keeps candidate data only as long as it's needed. Amp follows your organization's retention policy and destroys or de-identifies candidate data once it's no longer needed for the purpose it was collected for.
- Amp bias-tests scoring and applies it consistently. Amp regularly tests candidate scoring for bias across demographic groups (by race and sex) and uses the same job-related scoring for every candidate — evidence you can use for non-discrimination. Amp's bias test covers race and sex; other protected grounds remain your own assessment.
- Evidence of how an automated decision was reached. Amp can produce a tamper-evident package documenting how the scoring works, which supports the information you must give about automated decisions and helps you explain one.