Equality Act 2010: Primary legislation governing discrimination protection. Ensures rejection letters are not discriminatory based on protected characteristics (age, gender, race, disability, etc.). Language must be neutral and focused on business reasons.
GDPR and Data Protection Act 2018: Data protection legislation requiring proper handling of candidate's personal information, including appropriate storage, processing, and deletion of application materials. Only necessary personal information should be included in rejection communications.
Employment Rights Act 1996: While not directly applicable to candidates, provides framework for fair recruitment practices and contexts for rejections in the hiring process.
Human Rights Act 1998: Ensures rejection process respects candidate's fundamental rights to dignity and privacy. Influences tone and approach of rejection communications.
Record Keeping Requirements: Best practice requirement to maintain accurate records of recruitment process and rejection reasons for potential future reference or dispute resolution.
Professional Communication Standards: Best practice guidelines for maintaining professional and courteous tone, being clear but tactful about rejection reasons, and avoiding making unsupported promises about future opportunities.
Salary-based Discrimination Considerations: Legal consideration regarding potential discrimination claims if similar roles are subsequently filled at higher salaries, requiring clear documentation of business justification.
