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Data Protection Act 2018 and UK GDPR: Ensures personal data handling with consent, including only relevant information, and requires transparency about information usage in recommendations

Defamation Act 2013: Requires all statements to be truthful and factual, avoiding false or misleading information that could damage reputation, with ability to substantiate claims

Employment Rights Act 1996: Mandates fair and accurate statements in employment-related recommendations, with consideration of duty of care to both subject and potential employers

Equality Act 2010: Prohibits discriminatory language or bias, requiring recommendations based on merit and performance, avoiding reference to protected characteristics unless relevant

Best Practice Documentation Requirements: Maintain professional tone, stick to factual observations, obtain subject consent, maintain records, clarify relationship nature, include date and contact information