When recruiting, you will want to find the most applicable candidates for your roles. Ensuring that appointments are made fairly, openly and transparently, whilst adhering to a set process, is key to minimising your risk of facing unfair rejection allegations and subsequent tribunal claims.
Recruitment
Our employment lawyers can assist you with identifying skill gaps and tailoring job advertisements, interview questions and note-taking protocols accordingly to prevent any form of unconscious prejudice.
Through reviewing your recruitment process from both a commercial and legal perspective, we ensure that your interview process does not discriminate any candidates and protects you against possible subject access requests.
Where appropriate, our solicitors can also provide practical training for your recruitment staff, remotely or onsite, to help to avoid discriminatory practices, minimising risk from the outset.
Recruitment
Our employment lawyers are highly experienced in supporting organisations in ensuring their approach to recruitment is non-discriminatory and that adverts and recruitment packs are designed to entice the best candidates.
We have supported employers of all types and sizes, from owner-managed businesses to global PLCs, in undertaking their shortlisting process, as well as offering practical and in-person support on the interview day. This involves the creation of suitable tasks to encourage applicants to showcase the skills that your business needs.
Our significant experience in supporting employers over a number of decades ensures confidence in recruitment decision making, minimising the risk of what is a complex area of employment law.
Our Clients
Contact Us
For more information and advice, please contact us on 01332 226 155 or complete the form below.
Knowledge
Employers can voluntarily publish menopause and gender pay gap action plans from April 2026 ahead of the 2027 legal requirement.
Read MoreEAT confirms leaving transferred staff on inferior terms can amount to indirect discrimination, even under TUPE.
Read MoreEAT confirms dismissal must be based on the employer’s actual reason, not a substitute. Incorrect reasoning can make dismissal unfair.
Read MoreUnderstand SSP 2026 updates, employer responsibilities, and common pitfalls to keep your business compliant and protect staff rights.
Read MoreEAT finds dismissal unfair in Milrine v DHL (2026). Key lessons for employers on appeal processes and reducing tribunal risk.
Read MoreEAT confirms employers should assess redundancies forward-looking, not retrospectively, when deciding if collective consultation is needed.
Read MoreLearn the 2026 National Minimum Wage rates, common employer pitfalls, and how to stay compliant with new Fair Work Agency rules.
Read MoreTuesday
25
March
Join us for breakfast and networking, followed by our expert speaker presentation, a roundtable discussion, and a Q&A session.
Book your placeET finds indirect sex discrimination where trans woman used female changing rooms, highlighting employer obligations and staff rights.
Read MoreET dismisses claims over trans women using female toilets, clarifying employer duties and best practice for workplace facilities.
Read MoreET rules on non-binary staff, workplace records, and harassment, clarifying protections under the Equality Act.
Read MoreEmployment Tribunal examines gender critical beliefs, trans rights, and single-sex spaces in landmark Peggie v Fife Health Board case.
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