Regulatory Framework and the impact laws have on recruitment and selection activities.
The Equality Act 2010 * The Equality Act came into force on 1 October 2010 and it aims to provide a simpler, more consistent and more effective legal framework for preventing discrimination. The stated aim of the Act is to reform and harmonise discrimination law, and to strengthen the law to support progress on equality. It will replace the following equality legislation:
Sex Discrimination Act 1995/1997 – Equal Pay 1970 – Race Relations Act 1992 – Disability Discrimination Acts 1995 and 2005 – Employment Act 2002 –
The Employment Equality (Religion or Belief) Regulations 2003 -
The Employment Equality (Sexual Orientation) Regulations 2003 -
The Employment Equality (Age) Regulations 2007 -
European Working Time Directive - 48 hour maximum working week * Restricts: * Nightshifts * Rest periods * Annual leave (4 weeks)
The candidate’s contract cannot state that he is to work over 48 hours a week as the law states, and therefore a contract as such cannot be offered during the recruitment process.
National Minimum Wage - Amount of money set by the Low Pay Commission * There are three levels of minimum wage, and the rates from 1 October 2015 are: * £6.70 21 or above * £5.30 18-20 * £3.87 Under 18
The candidate cannot be offered a lower wage than during the recruitment process suited for their age, as the law states. For example if someone is 22, they must be paid at least £6.70 an hour.
Data Protection Act 1998 - First introduced in 1984, The Data Protection Act 1998 (DPA) is an Act of Parliament which defines UK law on the processing of data on identifiable living people. It is the main piece of legislation that
