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Equality Act 2010: Primary legislation that prohibits discrimination based on protected characteristics, ensures fair and unbiased assessment criteria, requires reasonable adjustments for disabled candidates, and covers both direct and indirect discrimination in the recruitment process.

GDPR and Data Protection Act 2018: Regulations governing the collection and processing of personal data, requiring transparency about data usage, data minimization, setting retention periods for records, and obtaining consent for data processing during the interview assessment process.

Employment Rights Act 1996: Sets the legal framework for fair recruitment practices and is relevant for proper documentation of hiring decisions in assessment forms.

Human Rights Act 1998: Ensures respect for private life, protects against discrimination, and safeguards freedom of expression during the interview and assessment process.

Rehabilitation of Offenders Act 1974: Governs questions about criminal records and determines what can be asked about spent convictions in interview assessments.

Immigration, Asylum and Nationality Act 2006: Outlines requirements for right to work checks and documentation of eligibility to work in UK as part of the assessment process.

ACAS Code of Practice: Provides best practices for recruitment and guidelines for fair assessment in the interview process, though not strictly legislation but important regulatory guidance.