Compliance & frameworks

Article 26 defines your duties when deploying high-risk AI — applicable from December 2027 under the Digital Omnibus. What paragraphs (1), (5), and (6) require and how Shield prepares you now.

Updated July 5, 2026

Article 4 requires a sufficient level of AI literacy in your workforce — already in force. What that means in practice, and how Shield turns it into an operational program.

Updated July 5, 2026

Article 5 bans AI practices deemed unacceptable — already in force. What is prohibited, why shadow AI is your exposure, and how Shield keeps prohibited-class tools out.

Updated July 5, 2026

Appropriate technical and organizational measures, including for the AI channel: how blocking secrets, redacting personal data, and warning on source code map to Article 32.

Updated July 5, 2026

Data minimization, purpose limitation, accountability — Article 5's principles apply fully when employees paste personal data into AI tools. How Shield enforces them at the prompt boundary.

Updated July 5, 2026

Personal data needs a legal basis — including when it flows into an AI tool nobody vetted. What Article 6 requires and how Shield prevents basis-less processing before it happens.

Updated July 5, 2026

Since January 2026, Illinois employers may not use AI in employment decisions in a discriminatory way and must notify employees. What HB 3773 requires and how Shield builds the evidence base.

Updated July 5, 2026

New York City requires a bias audit and candidate notice before an automated employment decision tool may be used. What LL 144 covers and how Shield keeps your AEDT inventory honest.

Updated July 5, 2026