Classified examples · HR and employees · Po polsku

A video interview tool scores candidates' emotions

A vendor offers a tool that analyses recorded video interviews and rates candidates' enthusiasm, stress or honesty from facial expressions and voice.

How we classify it

1. The tool infers emotions from biometric data (face and voice).
2. Article 5(1)(f) prohibits AI systems that infer emotions of people in the workplace, except for medical or safety reasons. The Commission's guidelines include recruitment and probation periods.
3. Result: prohibited since 2 February 2025, with the highest fines (up to 35 million euro or 7% of worldwide turnover).

What applies now

• Do not buy, trial or switch on emotion scoring
• If already in use: stop, record the decision, inform counsel
• Ask vendors explicitly whether any feature infers emotions

What would change the answer

• Transcription or scheduling of interviews without emotion inference is a different case; screening and ranking candidates is high-risk (see 'An AI tool screens and ranks job applications')

Evidence to keep

• Classification record showing the feature is off or the tool rejected
• Vendor's written confirmation

In the AI Compliance Kit: 04Risk Classification Procedure · 02AI Acceptable Use Policy.

Dates and sources

• Prohibited AI practices, Article 5: 2 February 2025

Legal basis: AI Act art. 5(1)(f); Commission guidelines on prohibited practices, C(2025) 884.

Similar examples

• An AI tool screens and ranks job applications High-risk (Annex III)
• AI writes job ads, or decides who sees them Depends on the use
• AI monitors and scores employees' productivity High-risk (Annex III)