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Expert legal support around recruitment from First4lawyers

Recruitment is the lifeblood of any business, but it can be an expensive process – particularly if you don’t comply with UK recruitment law and find your company in hot water.

For example, those applying for a job with you who think you may be behaving unfairly, could build a case against you.

We know it can be hard to keep up with legislation, and if you are unsure whether your company is taking the appropriate steps to meet recruitment law, a discussion of your procedures with expert solicitors could save you time, money and take a weight off your mind.

Contact us to discuss your situation and let First4lawyers provide you with all the recruitment support you need.

What is recruitment support?

The support offered by specialist recruitment and employment lawyers can be vital to achieving business success when hiring staff.

Recruitment law exists to protect people against unfair or discriminatory practice by employers, and the recruitment support that First4lawyers provides to businesses can help them to ensure their recruitment practices comply with the law.

The government passed a piece of legislation called the Conduct of Employment Agencies and Employment Businesses Regulations to provide people with protection when using employment agencies, but it also affects any business involved in recruiting and employing people.

Staying on top of changes to employment legislation can be difficult and time-consuming, but by gaining access to recruitment support from a team of specialist solicitors, you can ensure your business is kept abreast of any changes, helping you to better protect yourself against potential claims made against you.

I am recruiting for a position – what should I do?

Perhaps the most important legal factor for employers to consider when recruiting for a position is discrimination.

If you discriminate against someone during the recruitment process, you could put yourself at risk of having claims made against you. Your actions could be direct or indirect, and it doesn’t matter whether you discriminated deliberately or not – you could still be liable.

The way you advertise the position you are recruiting for will come under close scrutiny if you are accused of discrimination, so it is important that you consider the legal implications of your job listing very carefully.

It must not discriminate against anyone on the grounds of their age, disability, gender, marriage status, pregnancy or maternity, race, religion, or sexual orientation. When creating your job advert, you must be careful not to imply that the position is only open to certain people – unless that is the case due to the requirements of the position.

For example, if your job advert states that you are seeking a recent graduate, when a person who graduated a long time ago could carry out the position in question just as well, you could be found to have discriminated against certain potential applicants because of their age.

What else is classed as discrimination in recruitment?

When you are recruiting for a position, there are certain personal characteristics that are protected, meaning you cannot ask a prospective employee about them.

The Equality Act 2010 prohibits you from asking people about their age, their sexual orientation, their status as a transsexual person, their marital status or civil partnership status, their gender, their religion or lack thereof, their race or ethnic background, or their disability.

By asking about these characteristics, or a person’s health, or whether they have or plan to have children, in a job interview, you could be seen to be discriminating against people on the basis of their answers.

The law does not require people to tell you about criminal convictions in the job application process if those convictions are spent, and you cannot use a person’s membership of a trade union as a factor during recruitment.

The law does allow you to select people with protected characteristics for a role over someone without them if your workforce, profession, or industry is underrepresented by people with that characteristic. You can also show favour towards disabled people in the recruitment process.

I have been accused of breaching recruitment law – what should I do?

Defending yourself against a claim of discrimination or unfair practice in recruitment can be difficult and stressful, but there are things you can do.

It is essential you seek advice from professional employment law solicitors, who can provide you with detailed legal information, and help you to construct a solid defence to the allegations being made against you.

First4lawyers provides recruitment support to businesses of all sizes, and the experts we work with have a great deal of experience in handling employment issues. Contact us to discuss your particular situation and know what you should do next.

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