UK GDPR and Data Protection Act 2018: Primary legislation governing personal data collection, processing, and storage in employment applications. Requires clear privacy notices, lawful basis for data processing, and appropriate data retention policies.

Equality Act 2010: Prohibits discrimination based on protected characteristics (age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, sexual orientation). Influences what questions can be legally asked in application forms.

Rehabilitation of Offenders Act 1974: Regulates how and when questions about criminal convictions can be asked, and determines when spent convictions need not be disclosed by applicants.

Immigration, Asylum and Nationality Act 2006: Requires employers to verify candidates' right to work in the UK. Determines what documentation and information can be requested regarding immigration status.

Modern Slavery Act 2015: May affect questions about previous employment and right to work, particularly regarding prevention of forced labor and human trafficking.

Human Rights Act 1998: Impacts privacy considerations and personal information handling in the application process, ensuring respect for private and family life.

Health and Safety at Work Act 1974: Influences questions about medical conditions or disabilities that could affect workplace safety, while balancing against discrimination law.