Kidwells Solicitors Don’t
• Assume that a candidate with a disability is not the best candidate – remember the duty to make reasonable adjustments applies to interviews and to the workplace.
• Wait until the employee has been taken on to discuss post termination restrictions relating to their old or new role or use restrictions without considering the role and level of responsibility of that particular employee.
• Forget to carry out a full induction. This should cover health and safety, equal opportunities and employee handbook. Be sensitive to any particular characteristics that may set the new recruit apart from the remainder of the workforce be it race, language, age or disability.
• Expect that all new employees will hit the ground running. School leavers and returners from a period away from the workplace may need additional support and all new starters will need to be welcomed.
• Keep details of unsuccessful candidates beyond the time in which an unsuccessful applicant could bring a claim unless you have their agreement or another good reason to do so but also don’t destroy records within that time as the unsuccessful applicant may make a subject access request under the Data Protection Act.
If you have any questions regarding recruitment and “the law” please feel free to contact Sarah Everton at any time on
se@kidwellssolicitors.co.uk.
Kidwells Solicitors Kidwells House, 4 Coldnose Road, Rotherwas, Hereford. HR2 6JL
Tel. 01432 278 179
www.kidwellssolicitors.co.uk
Employment & HR
With You
For You
By Your Side W,Where HR and employment law meet, Kidwells can give you a uniquely integrated service between the two. hy not call us and take advantage of our totally free of charge Health Check for your business.
Employment Law & HR
Call us on 01432 278 179
Free Health Check
Kidwells Employment & HR are a specialist department within Kidwells Solicitors, Kidwells Solicitors are authorised and regulated by the Solicitor’s Regulation Authority, SRA No. 535081
www.employmentandhr.co.uk 51
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