Not yet in force · 10 December 2026
Australia: a transparency rule that has not started yet
From December 2026, an organisation using automated decision making that significantly affects you must say so in its privacy policy. It is a policy disclosure rather than a notice to you, and it is not in force yet.
The ResumeVera team
Checked against the statute and dated. Where a law is not yet in force, or its enforcement is stayed, this page says so rather than describing it as if it applied.
Updated 2026-08-28T06:47:10.434Z
5 min
Section 01
What this page is
This is information for job seekers, not legal advice, and it is current as at August 2026. This area moves quickly, so check the primary source linked at the end before relying on any of it for a decision that matters.
Section 02
What is coming, and when
The Privacy and Other Legislation Amendment Act 2024 inserts a new Australian Privacy Principle 1.7, commencing 10 December 2026. As at August 2026 it is not yet in force.
Section 03
What it will require
Where an organisation arranges for a computer program to use personal information to make, or directly support, a decision that could reasonably be expected to significantly affect an individual's rights or interests, its privacy policy must set out the kinds of personal information used and the kinds of decisions made solely by that technology.
A hiring decision sits comfortably within significantly affecting rights or interests.
Section 04
The shape of it
This is a privacy policy obligation, not a candidate notice. Nobody has to tell you that a decision about you was automated. What has to exist is a published document describing the categories of decisions the organisation automates.
The regulator gains powers to issue infringement and compliance notices for a privacy policy that fails to meet it, and civil penalties are available.
Section 05
What to actually do
From December 2026, read the privacy policy of an Australian employer you are applying to. Until then, ask, because nothing requires an answer yet.
Pro tips
Do these
Check the date on anything you read about AI hiring law. Several widely cited statutes have been postponed, repealed or replaced.
A disclosure rule tells you what is happening. It does not usually give you a right to a different process.
None of these laws gives you a right to see your own score or ranking.
Knockout questions, not resume parsing, are what genuinely rejects an application automatically.
Asking a recruiter directly costs nothing, and how they answer tells you something either way.
Avoid these
Delete these
Assuming a law described in an article from last year is still in force. Three of the eight jurisdictions we track have moved.
Expecting to be shown your score. No jurisdiction on this page grants that.
Treating a disclosure requirement as a right to a human reviewer. Only New York City comes close, and it is a request rather than a guarantee.
Believing a model deleted your application when a knockout question is the likelier explanation.
Rewriting a resume for software rather than for a reader. The changes that help a parser help a person too.
Keywords
Keywords by category
Use these in your resume and profile to improve search visibility.
Core phrases
Put this into a resume
Building and editing are free, and so is your first export.
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Frequently asked questions
How this guide is maintained
We review this guide every quarter and after any change to the hiring rules or portal behaviour it describes. It was last reviewed on 2026-08-28T06:47:10.434Z. Figures come from named sources, shown beside the number. Where we are estimating rather than measuring, we say so.
By the numbers
Dec 2026
when the new APP 1.7 transparency obligation commences
Privacy and Other Legislation Amendment Act 2024
Policy
where the disclosure goes: the privacy policy, not a notice sent to you
Privacy Act, APP 1.7
Not yet
in force as at August 2026
Privacy and Other Legislation Amendment Act 2024
Try it
Check the guide against your own file
Everything above is general. Your resume is not. Paste it in and the checker tells you which of these points your file actually breaks.
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A sample resume in the real checker. The 82 and the sub-scores are what the scorer returns for it.
Sources & further reading
The formatting guidance and figures on this page draw on the following authoritative sources.
- OAIC, automated decision-making transparency obligation under APP 1, The regulator's guidance on APP 1. The automated decision-making transparency requirement commences 10 December 2026.
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