Netherlands — employment-law duties for AI hiring (works council consent, anti-discrimination)
What it asks of employers
- Get works-council consent before introducing AI hiring. Obtain your works council's consent before you introduce, change, or withdraw a system for recruitment or for processing personnel data — including an AI tool that screens candidates or that monitors or evaluates staff — and seek its advice on major technology changes.
- 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.
What Amp does
- 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 and to support the works council's review. Amp's bias test covers race and sex; other protected grounds remain your own assessment.
- Documentation the works council can review. Amp provides a tamper-evident package documenting how the screening tool works — its purpose, the data it uses, and how it's monitored — which you can give the works council for the consent process.