UK GDPR and Data Protection Act 2018: Key legislation governing how personal information must be collected, processed, and stored during the recruitment process. Requires clear privacy notices, proper consent mechanisms, and secure data handling procedures.

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

Rehabilitation of Offenders Act 1974: Governs 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: Sets requirements regarding right to work in the UK and specifies what documentation is needed to prove eligibility to work. Affects what immigration-related questions can be included.

Human Rights Act 1998: Ensures respect for private life and influences what personal information can be requested in employment applications. Must be considered when designing intrusive or personal questions.

Equality and Human Rights Commission Code of Practice: Provides guidance on non-discriminatory recruitment practices and proper procedures for fair and legal hiring processes.