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UK GDPR and Data Protection Act 2018: Key legislation governing how personal information must be collected, processed, and stored in HR assessments. Ensures data protection principles are followed and individual privacy rights are maintained.

Equality Act 2010: Primary legislation preventing discrimination based on protected characteristics, ensuring fair and unbiased assessment processes, and requiring reasonable adjustments for disabled candidates.

Employment Rights Act 1996: Establishes basic employment rights and ensures fair treatment in employment processes, including assessment procedures.

Human Rights Act 1998: Protects fundamental rights including the right to privacy and fair treatment in employment assessment contexts.

Rehabilitation of Offenders Act 1974: Governs the handling of criminal record disclosures and spent convictions considerations in assessment processes.

Trade Union and Labour Relations (Consolidation) Act 1992: Relevant when assessment processes involve or impact union activities or membership considerations.

Health and Safety at Work Act 1974: Applicable when assessment includes evaluation of health and safety competencies or responsibilities.

Disability Discrimination Act 1995: While largely superseded by the Equality Act, contains some remaining relevant provisions for disability considerations in assessments.

ACAS Guidelines: Best practice guidelines from the Advisory, Conciliation and Arbitration Service for conducting fair and effective HR assessments.