Governance before AI becomes a problem.
Most organisations are already using AI. Managers draft with it, HR prepares policies with it, staff summarise and analyse with it. None of that is a problem in itself. The problem is when it happens without any agreed position on how AI should be used — because then every manager makes their own call about what is acceptable, and that inconsistency is the exposure.
The AI Governance Foundation establishes that position before risk becomes dispute. It starts with the essentials — current exposure, and clear organisational expectations — rather than a heavy compliance programme. Choose the level that fits.
A structured review of AI use across eight employment domains, with graded findings and a practical summary of where governance should be strengthened. Where it surfaces significant issues, it says so, and recommends whether a full AI Employment Risk Audit is warranted.
Enquire →A governance policy written for your organisation and grounded in New Zealand employment law, not a generic international template. It sets out approved tools, the limits of AI in employment decisions, confidentiality and privilege, intellectual property, and who remains responsible for the decision. Ready to implement, and built to be reviewed as AI use evolves.
Enquire →Either tier credits toward the first month of an Essential or Growth subscription.
Advisory in nature; not legal advice. If in doubt, engage local employment counsel to test this framework against your specific obligations.
Tell us where AI already sits in your organisation and we'll recommend the level that fits.