Latin America AI hiring laws: requirements for employers

Latin America — candidate-data privacy (Mexico, Argentina, Chile, Colombia)

Candidate privacyReviewed

What it asks of employers

Publish a candidate privacy notice when you collect data. When you collect a candidate's data (or before), show them a privacy notice covering who you are, what data you collect, why — including AI-assisted screening — their rights, and how to use those rights.
Get consent (or another valid reason) to use candidate data. You're responsible for getting consent that is freely given, specific, and informed — or another lawful reason — to use candidate data and, where it applies, to send it elsewhere.
Manage automated decisions where your country requires it. Where automated-decision rules apply (Mexico and Argentina today, Chile from December 2026; not Colombia for now), tell candidates you use AI, keep a person making the final hiring call, and be ready to explain or review a decision when asked; Amp's bias test, scoring setup, and audit package help you do this.

What Amp does

Amp answers candidate requests to see their data. When a candidate asks to see the data Amp holds on them, Amp produces it so you can respond within your country's legal deadline.
Amp carries out candidate deletion requests. When a candidate asks to delete their data, or you must delete it because they withdrew consent, Amp erases it across candidate records and confirms it's done.
Amp keeps candidate data only as long as its purpose requires. Amp follows a retention policy that deletes candidate data once it's no longer needed for screening, so you don't hold it longer than the law allows.
Evidence package to explain and account for decisions, on request. On request, Amp produces an evidence package (a recent bias-test result, the scoring setup in use, and a record of how data was handled) that you can give to a regulator or use to answer a candidate.

Primary sources