Peru: Artificial Intelligence Law Regulations (Supreme Decree 115-2025-PCM)

PeruRegulationPartially in force

Supreme Decree No. 115-2025-PCM approves the official Regulations for Law No. 31814, establishing the national regulatory framework for the ethical, secure, transparent, and responsible development, implementation, and use of artificial intelligence in Peru. The regulations apply broadly across public administration entities, state-owned enterprises, private sector organizations, civil society, and academia. Key provisions include a risk-based classification framework defining prohibited AI uses (such as manipulative profiling, autonomous physical harm, or unapproved real-time biometric identification) and high-risk AI uses. Notably, the regulation explicitly classifies AI systems used to determine selection, evaluation, hiring, conditions, or termination of workers or job applicants as high-risk AI applications. Deployers and developers of high-risk employment AI systems are subject to specific obligations, including mandatory human oversight, algorithmic transparency disclosures, technical recordkeeping, data privacy compliance, and voluntary or sector-mandated impact assessments.

Impact

What this means for HR and vendors

HR and recruitment teams

HR and recruitment teams in Peru using AI tools for applicant screening, candidate evaluation, hiring, workplace monitoring, or employment termination must comply with high-risk AI compliance standards. Organizations must implement human oversight mechanisms, ensuring qualified staff can intervene, correct, or override AI outputs. HR teams must also provide clear pre-interaction algorithmic transparency notices to job candidates and workers, supply plain-language explanations of automated decisions impacting human rights, comply with data protection principles, and maintain internal registries and technical documentation for at least three years.

HR technology vendors

HR technology vendors supplying AI-based recruitment, assessment, or workforce management software to Peruvian employers face significant operational and design requirements. Developers and implementers of high-risk workplace AI must maintain up-to-date, accessible records detailing system functioning, data sources, algorithmic logic, and expected social and ethical impacts. Vendors must build systems that enable meaningful human oversight, avoid systemic biases, incorporate data privacy by design, and support deployers with documentation and technical transparency needed for regulatory compliance and high-risk impact assessments.

Key obligations

What organizations need to do

Practical obligation briefings focused on what the requirement is, who it applies to, when it applies and what teams should consider doing.

DeployerHuman Oversight & Review

Data Protection and Privacy Compliance

OBLIGATION

APPLIES TO

STATUS

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Not legal advice

This page is regulatory intelligence only. Organizations should seek guidance from legal counsel before making compliance decisions.

Employment-focused extraction

This may be part of wider regulation. The Warden Watch extracts and displays the parts relevant to employment, HR and recruitment decision-making.

HR and recruitment teams

HR technology vendors

Mandatory Human Oversight for High-Risk Employment AI

Algorithmic Transparency and Pre-Interaction Notice

Explanation Rights for Automated Decisions Affecting Fundamental Rights

Prohibited Uses of Artificial Intelligence

Technical Documentation and System Registration for High-Risk AI

High-Risk AI Impact Assessments and Risk Mitigation

Data Protection and Privacy Compliance

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