Recruitment
Hiring the right people carries legal risk. It’s a process to get right from the start. From job ad to offer letter, our employment team helps you recruit fairly, lawfully, and confidently. We’ll help you attract great candidates while reducing risk and protecting your reputation.
Strategic recruitment audits
We’ll review your recruitment process to find legal or reputational and operational risks. You’ll get a clear action plan to make sure your hiring is consistent, efficient, and compliant, aligned to your business goals.
Inclusive job descriptions and adverts
Job ads and role profiles should be clear, inclusive and legally sound. We can help you draft them and check against the Equality Act and sector regulations.
Fair and objective selection criteria
It’s important to compare candidates fairly and defend decisions if challenged. We build scoring systems and shortlisting tools that help you do this effectively.
Interviews, training, and documentation
We provide practical tools like interview guidance, question banks, right-to-work checklists and onboarding documents. We also offer training to reduce bias and ensure interviews are run fairly.
Resolving complaints and defending claims
If a recruitment process is challenged, we’ll support you. From resolving complaints to defending Tribunal claims, we’ll reduce cost and keep disruption to a minimum.
Questions we’re often asked
Recruitment is governed by the Equality Act 2010, UK GDPR, right-to-work rules, and any industry regulations that apply to your business.
Use inclusive language in ads, set clear and objective selection criteria, use structured interviews, and keep proper records. Training your team also helps reduce bias.
No. You can rely on lawful bases like substantial public interest, provided you use safeguards and issue a clear privacy notice.
Set out the role, salary, start date, any conditions (like references or right-to-work), and include the main terms of employment.
When a disabled applicant would otherwise be at a disadvantage. This includes application forms, interviews, and assessments.
Not usually. You can only take spent convictions into account if your role is exempt under the Rehabilitation of Offenders Act.
Experts in every area
Need an expert in
employment & HR
?
For more information or a no obligation discussion, please call or email our team today.
-min.avif)
