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Equality Act 2010: Primary legislation prohibiting discrimination based on protected characteristics (age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, sexual orientation). Requires fair and objective evaluation criteria in recruitment processes.

GDPR and Data Protection Act 2018: Legislation governing personal data processing, requiring transparency in data usage, data minimization principles, and secure storage/handling of personal information in recruitment documentation.

Rehabilitation of Offenders Act 1974: Legislation concerning the disclosure of criminal convictions and determining when/how criminal record information can be requested during recruitment.

Immigration, Asylum and Nationality Act 2006: Sets requirements for right to work checks and documentation verification processes in recruitment procedures.

Employment Rights Act 1996: Provides general framework for employment relationships and establishes principles for fair recruitment practices.

Human Rights Act 1998: Ensures respect for private life and protection against discrimination in employment processes.

ACAS Guidelines: Best practice guidelines for fair recruitment processes and evaluation procedures in the UK.

Industry Regulatory Requirements: Sector-specific regulations that may impact CV evaluation and recruitment processes in particular industries.

Company Policies: Internal organizational procedures and guidelines that must be incorporated into CV evaluation processes while remaining compliant with legal requirements.