AI in HR: answers for employees, decisions left to people.
How many days of leave do I have, how do I claim a business trip, what does the works agreement say about remote work? Questions like these reach the HR inbox every day. RAGSuite answers them from your policies, with sources, and can run on your own servers.
For knowledge questions, not HR decisions · answers with sources · can run in your own network
“How many days of leave can I carry over to next year?”
Up to
“By when must I submit my travel expenses?”
“How many days may I work remotely?”
Key points
- AI in HR pays off fastest for recurring employee questions: leave, working time, travel expenses, works agreements and onboarding, answered from your policies with sources.
- The EU AI Act lists AI systems for recruitment, promotion, termination, task allocation based on behaviour or personal traits, and monitoring and evaluating performance and behaviour as a high-risk area (Annex III). Separately, Art. 50 of the AI Act has applied since 2 August 2026: people must be able to tell that they are talking to an AI. These obligations apply from 2 December 2027.
- In Germany, if a system can evaluate employees’ behaviour or performance, the works council has a co-determination right (section 87(1) no. 6 BetrVG). Involve it early.
- RAGSuite is meant for knowledge questions, not decisions about people. On your own servers with local language and embedding models, questions and histories stay in-house.
Where AI helps in HR.
HR teams answer many questions again and again, although the answer has long been in a policy. An assistant that answers from exactly those documents helps here:
Employee questions
Leave, working time, travel expenses, parental leave process: answers from your policies, around the clock, with sources.
Onboarding
New employees find processes, contacts and rules themselves instead of asking five colleagues.
Works agreements
What applies to remote work or flexitime? The answer with a reference to the clause.
HR knowledge for the team
Internal guides, processes and templates for the HR team itself, quick to find.
Artificial intelligence in HR: what counts as high-risk.
The EU AI Act names employment explicitly in Annex III. Whether a system is high-risk depends on its purpose, not on the technology.
| Purpose of the AI system | Named in Annex III point 4? | Note |
|---|---|---|
| Placing targeted job ads, screening, filtering or evaluating applications | Listed | Selection of people |
| Decisions on terms of work, promotion or termination | Listed | Decisions on employment relationships |
| Allocating tasks based on behaviour or personal traits | Listed | Directing employees |
| Monitoring or evaluating performance and behaviour | Listed | Evaluating employees |
| Answering policy questions from documents | Not explicitly named | Check your specific use |
The obligations for high-risk systems under Annex III apply from 2 December 2027. From then on, employers must inform workers’ representatives and the affected employees before using such a system at the workplace (Art. 26(7)).
This is general information, not legal advice. We do not classify RAGSuite or your use; check the purpose with your legal or data protection adviser.
Involve the works council from the start.
In Germany, an AI assistant for employee questions touches works council rights: it must be informed about the plans under section 90 BetrVG, and as soon as chat histories can be attributed to individuals, co-determination under section 87(1) no. 6 BetrVG applies. Three points make the conversation easier:
Inform early
Under section 90 BetrVG you inform the works council about the plans in good time, not just before launch.
Limit evaluation
Decide whether histories are stored and who sees them. These are central points of co-determination under section 87(1) no. 6 BetrVG.
A works agreement on AI sets out purpose, data, evaluation and retention.
AI and the works council →Running it in your own network, for employee data.
Questions to an HR assistant often reveal something about the person asking. That is why we recommend running HR on your own servers: documents, search index and histories stay there, and with local language and embedding models no request leaves your network.
For general content without personal data, such as careers pages or public benefits, you can also use RAGSuite Engine, run in a data centre in Germany.
FastAPIPostgreSQLChromaDBOllamaCommunity Edition free; Enterprise with roles and a full audit log on request.
Self-hosted AI →For content without personal data: run in Germany, no servers of your own.
RAGSuite Engine →What to settle before you start.
Tick what you have already settled. Nothing is stored.
Questions about AI in HR.
What is AI in HR good for?
Mainly knowledge questions: leave, working time, travel expenses, works agreements and onboarding. The answers come from your policies and name the source. That takes load off the HR inbox without deciding about people.
Is AI in HR high-risk under the EU AI Act?
It depends on the purpose. Annex III lists AI systems for recruitment, promotion, termination, task allocation based on behaviour or personal traits, and evaluating performance and behaviour. High-risk obligations apply to these systems from 2 December 2027. An assistant for policy questions is not listed there as a purpose; check your specific use. This is not legal advice.
Can RAGSuite screen applications?
RAGSuite is not meant for that. RAGSuite answers questions from documents. Selection, evaluation and decisions about employees or applicants stay with people.
Does the works council have to agree?
In Germany, if a system can evaluate employees’ behaviour or performance, for example through stored chat histories with names, the works council has a co-determination right under section 87(1) no. 6 BetrVG. Inform it early and set out storage and evaluation in a works agreement.
What does AI for HR cost?
The Community Edition is free; you run it on your own servers. Enterprise with roles, a full audit log and support is available at a fixed price on request. RAGSuite Engine starts from €39 a month billed yearly, plus VAT.
Answers for your employees, your data stays in-house.
We show you RAGSuite with policies like yours and go through works council and data protection questions with you.