Contract Law Principles: Common law principles regarding offer and acceptance, including consideration of timing of withdrawal (before or after acceptance of the employment offer)

Employment Rights Act 1996: Key employment legislation that may be relevant even before employment begins, particularly regarding potential claims for breach of contract if the offer was already accepted

Equality Act 2010: Ensures withdrawal is not discriminatory based on protected characteristics (age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, sexual orientation)

Data Protection Act 2018 and UK GDPR: Regulations governing proper handling, retention, and destruction of personal information collected during the recruitment process

Human Rights Act 1998: Consideration of privacy rights and right to fair treatment in the withdrawal process

Misrepresentation Act 1967: Relevant when withdrawal is due to false information provided by the candidate during the recruitment process

Conditional vs Unconditional Offers: Assessment of whether the original offer was conditional or unconditional, affecting the legal basis for withdrawal

Offer Acceptance Status: Determination of whether the offer was accepted by the candidate, which affects legal obligations and potential remedies

Withdrawal Justification: Documentation of valid reasons for withdrawal to protect against potential claims

Candidate Expenses: Consideration of any expenses incurred by the candidate in reliance on the offer, which may need to be addressed