Equality Act 2010: Primary legislation protecting against discrimination based on protected characteristics including age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation. Essential for ensuring job refusal reasons are non-discriminatory.
GDPR and Data Protection Act 2018: Legislation governing personal data handling, storage duration, and information disclosure in communications. Determines what personal information can be included in the rejection letter and how it should be handled.
Employment Rights Act 1996: While primarily focused on employed individuals, this act establishes general standards for fair treatment in employment-related matters, including recruitment communications.
Human Rights Act 1998: Ensures fundamental rights are respected in all communications, particularly regarding privacy and dignity in professional correspondence.
Record Keeping Best Practice: Maintain detailed records of rejection decisions and reasoning for potential future reference or legal compliance.
Confidentiality Requirements: Ensure all communications maintain appropriate levels of confidentiality and professional discretion.
Professional Communication Standards: Maintain professional and courteous tone in all rejection communications while being clear and concise about the decision.
Feedback Guidelines: Consider providing constructive feedback when appropriate, while ensuring it remains objective and non-discriminatory.
