Employment Rights Act 1996: Primary legislation governing employment rights in England and Wales. Covers basic employment rights, ensures factual accuracy in communications, and provides framework for employment-related correspondence.
Equality Act 2010: Legislation preventing discrimination based on protected characteristics. Essential for ensuring rejection reasons are non-discriminatory and avoiding implications of bias in communications.
Data Protection Act 2018 and UK GDPR: Legislation governing personal data handling and protection. Dictates how personal information should be processed, stored, and communicated in business correspondence.
Defamation Act 2013: Legal framework ensuring statements made are truthful and non-defamatory. Critical for protecting against potential libel claims in written communications.
Human Rights Act 1998: Legislation ensuring respect for private life and maintaining dignity in communications. Provides framework for respectful and professional correspondence.
Company Policies: Internal organizational rules and procedures that must be followed when communicating with former employees.
Employment Contract Terms: Previous contractual agreements that may affect the content and nature of post-employment communications.
Settlement Agreements: Any existing legal agreements between the company and former employee that may impact the content and tone of rejection communications.
Industry Regulations: Sector-specific rules and guidelines that may affect how companies communicate with former employees.
Professional Codes of Conduct: Professional standards and ethical guidelines that govern business communications and professional relationships.
