Editor's message: Your organisation's recruitment and ongoing employment practices need to take into account the law relating to employees who fall within a special employee category. For example, there are specific provisions that apply to the recruitment of foreign nationals, job applicants with convictions and atypical workers, such as agency workers and part-time and fixed-term employees. Your policies and practices may need to be adapted to reflect this.
Aside from the overriding legal requirement not to discriminate against job applicants and employees because of a protected characteristic, you should ensure that your organisation complies with the duty to make reasonable adjustments during the recruitment process to accommodate job applicants with a disability.
Clio Springer, senior employment law editor
Updated to include a reference to the Migration Advisory Committee's call for evidence and briefing note on EEA workers in the UK labour market.
The Government has commissioned an in-depth report into how immigration will be managed after Brexit.
Updated to include information on the Trade Union (Wales) Bill, which provides for a prohibition on engaging agency workers to replace workers taking lawful industrial action.
Learning Disability Week in June put the spotlight on low levels of employment for those with learning disabilities. Mencap's Mark Capper explains how an initiative with PageGroup could offer a new approach to getting more people with learning disabilities into work.
Updated to include details of the Government's proposal on the position of EU citizens living in the UK.
A new "UK settled status" could give EU migrants who have lived in the UK for five years the right to stay, under "fair and serious" proposals made by Theresa May at the EU summit in Brussels.
Mencap is urging employers to use apprenticeships to increase levels of employment for people with learning disabilities.
HR and legal information and guidance relating to the recruitment and retention of special categories of employee.