Introduction

These guidelines are designed to enable managers to adopt best recruitment practice, based on the principle of equal opportunity for all applicants. Guidance is provided for each stage of the process, from advertising a vacancy to the letter of appointment, and aims to help you avoid discrimination on grounds of gender, ethnic origin, age, sexuality, marital status or religion.

It is unlawful to discriminate on grounds of sex or race (Sex Discrimination Act 2003; Race Relations Act 2000). You should also avoid indirect discrimination, which occurs when you stipulate a requirement that affects one group of potential applicants more than another and cannot reasonably justify the condition imposed.

You also have an obligation to verify a candidate’s entitlement to work in the United Kingdom before offering an appointment. The following are acceptable as evidence of a candidate’s entitlement to work:

• National Insurance card
• Payslip or tax document bearing the National Insurance number.

People without a National Insurance number may be eligible to work – further details are available from personnel service providers (eg the Centre for Education Management and Education Personnel Management).