AI hiring compliance in Australia, written for the people who have to sign it off
Australia has no single AI hiring law. It has a privacy transparency obligation starting 10 December 2026, a Fair Work regime that presumes you discriminated until you prove otherwise, four federal discrimination Acts, state law on top, and public-sector principles for APS agencies. This library covers each one as it applies to screening candidates — and what to ask a vendor about it.
Start here
The whole picture, and the two obligations that decide most vendor selections.
AI hiring compliance in Australia
The full 2026 rulebook for AI-assisted recruitment — privacy, discrimination, WHS and public-sector guidance, in one place.
Read →The Fair Work Act and AI screening
Sections 351, 360 and 361 reverse the burden of proof. Here is why that makes an unexplainable model indefensible in Australia.
Read →APP 1.7 and automated decision-making
From 10 December 2026 your privacy policy must disclose AI-assisted hiring decisions. What to publish, and the language to adapt.
Read →Sector and data
Public-sector principles, state duties, and where candidate data lives and for how long.
AI in APS recruitment
The APSC principles for agency use of AI in recruitment, mapped to the assurance artefacts a vendor should hand you.
Read →Data residency & six-year records
Where candidate data lives, how long hiring decision records must survive in Australia, and how to keep both proportionate.
Read →NSW digital work systems duties
The 2026 WHS amendment puts algorithmic management inside work health and safety. What it signals for recruitment technology.
Read →Put the theory on a live requisition
Pick your longest-open role. Every applicant interviewed, an evidenced shortlist in about two weeks — keep the reports either way.