If an employer is asked to disclose the reference that it has received from a previous employer, they,The employer should ask the previous employer if it objects to the reference being disclosed and, if,choose to provide the information without disclosing third party information.,which may have been given to the refereeThe reasons given by the referee for withholding consentThe potential,without consent, before disclosure the employer can omit any identifying information, only release parts

They can highlight potential problems requiring a follow up – e.g. by a medical examination.,When to carry out pre-employment health checks You should only complete pre-employment health checks:,legal requirement – e.g. eye tests for commercial vehicle driverswhen you are sure you need this information,and have policies in place to securely hold the information as required by the Data Protection Act 1998,You must ensure you are not carrying out discriminatory practices in asking potential employees to pass

During 2025/26, new legal responsibilities around employment law, charity law, safeguarding and controlled,We also provide information on other potential changes to employment law and charity law which may come,Planning prompts Sources of support The SCVO HR service provides expert advice on HR issues and employment,law To keep up to date with changes in charity law, check the SCVO Information Service Keep up to date,They provide expert advice on governance, charity law, employment law, data protection and more.

Having identified a shortlist of suitable candidates, the interview gives an employer a valuable opportunity,In this guide you'll find information on: Employers should avoid asking discriminatory questions or taking,account of information that is not relevant to the job but could potentially have a discriminatory effect,Employers must not discriminate at interview or in the arrangements relating to interviews.,information and reduce discrimination or bias.All staff involved in interviewing and selection should

obligation to obtain a reference for a potential new employee, but it is common to seek at least one,An employer who has relied on a statement by the previous employer and suffered a loss may also be able,An employer will not be liable for omitting relevant information unless the reference gives a misleading,has been trained to do so in accordance with its procedures and has all the relevant information regarding,A contractual term requiring an employer to give a reference may be implied if it is the employer’s standard

You can compare the information provided by the applicant in the application form or CV against the essential,Requiring a person to be 'physically fit' Terms that relate to physical fitness or capability have the potential,The term 'physically fit' does not inform the applicant why this is a requirement in the particular role,Bear in mind that the duty to make reasonable adjustments under the Equality Act 2010 requires a potential,equivalent, this may exclude non-UK educated candidates (and risk race discrimination claims) and potentially

The procedure to advertise recruitment can be complicated for employers to approach.,Before starting to advertise recruitment, employers should organise and plan their approach, carefully,In this guide, you'll find information on: Key points Preparing a job description and person specification,advertisement to advertise recruitment.All forms of job advert are covered by the Equality Act 2010.Employers,encourage applications from under-represented groups.Relying upon 'word of mouth' recruitment has the potential

Once you have completed the initial selection process and chosen a potential new employee, there are,Some checks - whilst advisable - are optional, for example, checking a potential employee's qualifications,This guide covers essential pre-employment checks that must be carried out for both British and foreign,In this guide you'll find information on:

associated with a Trade Union, they must be made aware of your plans as well.You can find more information,The number of potential redundancies also impacts when the consultation period should begin.,PACE (Partnership Action for Continuing Employment) Partnership Action for Continuing Employment (PACE,Eligibility criteria: To be eligible for JFS, potential participants must: · have the right to reside,working age (16 to State Pension age) Suitability criteria: To be considered suitable for JFS, the potential