When will the EU AI Act come into effect?

The AI Act will become fully applicable in 2026 (except for a few provisions) with a phased enforcement timeline that began on August 1, 2024. Various provisions came into effect after their effective date. Provisions on prohibited AI practices came into effect in February 2025, with various other obligations and chapters coming into effect gradually in 2025, 2026, and 2027.

Which AI systems are considered high-risk?

High-risk AI systems include any AI systems that pose significant impacts on health, safety, or fundamental rights. These include AI used in critical infrastructure, medical devices, law enforcement, recruitment, education, and financial services. Any providers or deployers of such systems must adhere to the requirements related to risk management, data governance, transparency, and human oversight.

How will the EU AI Act be enforced?

The newly created European AI Office will oversee the enforcement of the AI Act. This office will work with the various supervisory authorities in the EU member states and coordinate efforts related to compliance, audits, investigation of violations, and future recommendations.

What penalties exist for non-compliance?

Non-compliance with the AI Act can result in fines of up to €35 million or 7% of a company's annual turnover, whichever is higher. The penalties are tiered based on the severity of the violation. Violations of prohibited AI practices carry the highest penalties, while non-compliance with other obligations (such as those for high-risk systems) can result in fines up to €15 million or 3% of global turnover. Providing incorrect information to authorities carries the lowest penalties, up to €7.5 million or 1% of global turnover.

What is the role of HR in data protection?

The role of HR in data protection involves handling employee personal data responsibly, obtaining valid consent for data processing, ensuring compliance with data protection laws, and safeguarding employee privacy.

How do you keep HR data secure?

Keeping HR data secure involves implementing access controls, encryption, securing storage and disposal of physical and digital HR data, regular security training, data minimization, and following data protection best practices prescribed under the applicable law.

What is HR employee data?

HR employee data refers to personal information about employees, including contact details, employment history, benefits, payroll information, performance and attendance records or any other record crucial for the HR department to perform its duties while ensuring compliance with employment laws and regulations.

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Omer Imran Malik

Data Privacy Legal Manager, Securiti

Omer Imran Malik (CIPP/US, CIPM) is a data privacy and technology lawyer with significant experience in advising governments, technology companies, NGOs and legislative think-thanks on data privacy and technology related legal issues and is an expert in modeling laws and regulations for intelligent legal technology. He has been a prominent contributor to numerous esteemed publications, including Dawn News, IAPP and has spoken at the World Ethical Data Forum as well.

His in-depth knowledge and extensive experience in the industry make him a trusted source for cutting-edge insights and information in the ever-evolving world of data privacy, technology and AI related legal developments.

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