S4 / Training and services
Schools, training providers and service companies already use AI to mark, guide, recruit or allocate work. The AI Act treats these uses as among the most sensitive: education and employment are high-risk from 2 December 2027, and emotion recognition has been banned there since February 2025. In France, courts have already suspended AI roll-outs because staff representatives had not been consulted.
Submit a briefMap AI uses in assessment, recruitment and work organisation, classify them under the AI Act and decide which to continue, fix or stop.
Draft the specifications and clauses for learning or HR tools (documentation, logs, human oversight, reversibility) and align the works council consultation timetable with the project plan.
Design teaching or document assistants hosted in a controlled environment and evaluated on a reference corpus before any release to learners.
Set up governance: impact assessment, information for the people concerned, an AI literacy plan for staff, evidence of human oversight on every decision.
Other sectors
Yes if they use AI to decide on admission, assess learning outcomes, determine the level of education a person can access or monitor exams. These obligations apply from 2 December 2027; a teaching aid with no effect on assessment or access is in principle outside their scope.
With caution. In February 2025, the Nanterre court held that a ‘pilot’ open to all the employees concerned already amounted to implementation, and suspended the roll-out until consultation was complete.
No. Regulation (EU) 2026/1744 reworded it: providers and deployers must take measures to support their teams’ AI literacy, without having to guarantee any individual level.
Independent analysis, not legal advice. Facts checked as at 29 October 2026.