Editor's message: Employers need to pay particular attention to specific employee categories when recruiting new staff and take care to comply with equality requirements as well as the law concerning atypical workers such as agency workers and part-time and fixed-term employees.
Employers also need to be aware of the legislative framework in relation to other special employee categories, as part of their recruitment processes, including around job applicants with convictions and employing foreign nationals and young people and children.
In relation to job applicants with a disability, employers must comply with the duty to make reasonable adjustments during the recruitment process.
Clio Springer, senior employment law editor
Updated to include information on the requirement to address diversity in recruitment policies under MiFID II.
The duty to make reasonable adjustments for disabled workers requires employers to consider what is "reasonable". But how can employers make sure they stay on the right side of this requirement? We round up five examples where the courts and tribunals found that the duty was triggered.
The review looks into the impact of changes to the labour market, addressing questions on issues such as job security, wage levels and employees' rights.
A number of resources have been updated to take into account new Home Office powers to close business premises if it suspects that the employer is employing workers illegally.
HR and legal information and guidance relating to the recruitment and retention of special categories of employee.