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The EWTD or WTR has applied to consultants and career grade staff since October 1998 but initially junior doctors were exempt because there were concerns that the NHS would not be able to cope with the loss of so many junior doctor hours in such a short period of time. However in August 2004 the WTR was extended to cover junior doctors.Given that the WTR aims to improve health and safety, we think that a number of conditions must be met if the opt-out is to remain part of the legislation: any opt-out must be truly voluntary with no undue pressure or coercion exerted on doctors to work outside Directive's hours and rest requirements.  Further, an opt-out should neither be a necessity for a post nor form part of any contract.This affects recruitments as certain candidates may want extra hours so they can opt-out of the working time directive gaining extra wages.

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The EWTD or WTR has applied to consultants and career grade staff since October 1998 but initially junior doctors were exempt because there were concerns that the NHS would not be able to cope with the loss of so many junior doctor hours in such a short period of time. However in August 2004 the WTR was extended to cover junior doctors.Given that the WTR aims to improve health and safety, we think that a number of conditions must be met if the opt-out is to remain part of the legislation: any opt-out must be truly voluntary with no undue pressure or coercion exerted on doctors to work outside Directive's hours and rest requirements.  Further, an opt-out should neither be a necessity for a post nor form part of any contract.This affects recruitments as certain candidates may want extra hours so they can opt-out of the working time directive gaining extra wages.

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Possible employers cannot be related to possible candidates as this can bring forward favouritism in interviews and makes this unfair on the other candidates applying for the position. Being interviewed by a relative can bring forward biased opinions on the candidate in the interview room.

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Ensuring there is gender and ethical balance on panels means that candidates that are in front of said panel do not feel discriminated against, nor do they feel as though there is a bias in gender, or the ethics.
For example, if a woman goes in front of a panel of men, she may feel as though her gender will be used against her in the recruitment selection.

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'Family-friendly' working
-increases in the standard rate of statutory maternity pay (SMP) and maternity allowance to the lesser of GBP 100 per week or 90% of the employee’s average weekly earnings.

-an increase in the period of maternity leave to six months’ paid maternity leave followed by up to six months’ unpaid leave.

-the introduction of a new right to two weeks’ paternity leave paid at the same standard rate as SMP. This is in addition to the existing right to 13 weeks’ parental leave.

-similar entitlements for adoptive parents (who have no right to paid leave at present) and amended rules governing employers’ handling of parental leave and pay issues.

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Why Must you ask candidates the same Question 

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Why Must you ask candidates the same Question 

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when interviewing candidates the interviewer must ask the same questions because if they ask different questions candidates might feel that the interviewer is being bias and being treated unfairly.

For example if the interviewer asked a candidate 2+2 and then asked another candidate the square route of pi this would be unfair as the questions don't meet the same standard this could be seen as bias.

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The National Minimum Wage Act 1998 creates a minimum wage across the United Kingdom.
The rates change every April, as of 2017 they are as follows:

Apprentice: £3.50
Under 18: £4.05
18 to 20: £5.60
21 to 24: £7.05
25 and over: £7.50

The NMWA ensures that every employee is paid fairly and equally dependent on age and the job role they're in.  If a company pays less than the Minimum Wage, this is breaking the law and the company can be sued.
This impacts the recruitment selection as it ensures that all vacancies meet the NMW and that candidates and future employees are paid fairly and legally.

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The employment act 2002 contained new rules on maternity , paternity and adoption leave and pay, and changes to the tribunal system in the UK.

Paternity leave is when the male counterpart ( or the parent not giving birth) is able to have time off to spend with the child and the mother while receiving paid leave or such reasoning.

Maternity leave is one which is included with the leave of a mother should get when she has given birth to a child. in the UK a mother would get 26 weeks of paid leave for the time they will need to spend with their child.

Tribunal leave is when someone gets paid expenses.

As far as dispute Resolution this is when someone may have a dispute issue and they might need some time off.

also under this act there were many other factors such as equal pay , fixed term work and flexible working.

The act introduced a mandatory minimum dismissal procedure for employees.

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The legal requirement's for data protection act requires all organisations which handle any personal information to comply with a number of important principles regarding privacy and disclosure. Any one who processes personal information must comply with eight principles, which make sure that personal information is -

Fairly and lawfully processed
Processed for limited purposes
Adequate, relevant and not excessive
Accurate and up to date
Not kept for longer than is necessary
Processed in line with your rights
Secure
Not transferred to other countries without adequate protection

The act also allows individuals to find out what personal information is held about them by making a subject access request. This covers information held electronically and in some paper records, and includes credit reference details.
The Information Commissioner's Office is responsible for looking after individuals' rights and making sure personal information isn't misused. Complaints are usually dealt with informally, but, enforcement action can be taken if this becomes necessary.

This protects any new recruitments from having their personal data being used in incorrect ways.

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-The Act also gives parents of children under six years of age (or disabled children up to the age of 18) the right to request flexible working patterns for childcare purposes, and places a duty on employers to give proper consideration to the request. The aim is to facilitate dialogue between working parents and their employers about working patterns that meet parents’ childcare responsibilities as well as employers’ business needs. Such a request may involve:

changes to the hours and times the employee works

working at home

changes to other aspects of the employee’s terms and conditions as specified in regulations by the secretary of state.

- Employers will be able to reject such requests for specific business reasons. These are:

the burden of additional costs;

detrimental effect on ability to meet customer demand

inability to reorganise work among existing staff

inability to recruit additional staff;

detrimental impact on quality

detrimental impact on performance;

insufficiency of work during the periods the employee proposes to work

planned structural changes and

such other grounds as the secretary of state may specify by regulations.

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The European Working Time Directive (EWTD) is an EU initiative designed to prevent employers requiring their workforce to work excessively long hours, with implications for health and safety.

The UK version of the EWTD is also known as the Working Time Regulations (WTR). Both terms may be used.
The directive reduces the working week to an average of 48 hours and there are further regulations relating to break periods and holiday allowance, such as:
11 hours rest a day and a right to a day off each week
A right to a rest break if the working day is longer than six hours
5.6 weeks paid leave each year

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The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations.

It requires equal treatment in access to employment as well as private and public services, regardless of the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, and sexual orientation. In the case of gender, there are special protections for pregnant women.

This impacts the recruitment process by ensuring every candidate is treated fairly and equally without discrimination.