UK hiring requirements can depend on the role, location, worker status, and the employer’s circumstances. Use the official guidance for the current process rather than treating this page as a complete legal checklist.
Before you publish the role
- Describe the work and essential requirements accurately.
- Separate genuine requirements from preferences.
- Check whether the role has a professional, safeguarding, or regulatory condition.
- Explain the selection stages and expected timing.
- Plan how candidate information will be handled.
Right to work
Employers must complete the appropriate right-to-work check before employment begins. The process can involve an online check or eligible documents depending on the candidate’s circumstances. Follow the current GOV.UK right-to-work guidance.
Do not make assumptions based on nationality, accent, name, or appearance. Ask a consistent, neutral question and complete the official check through the prescribed route.
Recruitment fairness
Use Acas recruitment guidance alongside role-specific advice. The hiring team should be able to explain which criteria were used and how they were applied.
Hiring process checkpoint
- The role requirements are specific and job-related.
- Right-to-work is handled as a separate eligibility process.
- The same core questions are asked of candidates.
- Candidate communication and accommodation routes are clear.
- Any role-specific or local requirement has been checked.