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
Research shows that sought-after technical workers increasingly want to work on a freelance basis. So how can employers stand out from the crowd to attract this talent and keep skilled workers coming back? Hired's Donna Yelmokas offers three key pieces of advice.
Enhanced to introduce a new section on Brexit and the NHS, referring to guidance on dealing with the implications of Brexit for EU workers in the NHS.
The current disclosure of youth criminal records in the UK undermines principles of youth justice and could fall short of the UK's obligations under the UN Convention on the Rights of the Child.
Last month, David Lammy MP published a review recommending that, in certain cases, criminal records could be sealed from employers. Reforms such as this could have positive consequences for businesses and workers alike, argues employment solicitor Catherine Hawkes.
Updated to reflect the average compensation awarded for disability discrimination in 2016/17.
Less than a third of companies are aware of the sanctions for failing to secure right-to-work documentation for overseas workers - and up to 93% could be at risk of having their sponsor licence revoked - according to Migrate UK.
Updated to reflect that individuals in England and Wales can use a "responsible organisation" registered with the DBS for basic criminal records checks.
Individuals' criminal records could be sealed from employers as part of a series of recommendations made in an independent review of the treatment of black, Asian and minority ethnic (BAME) individuals in the criminal justice system.
A detailed 82-page Home Office document proposes to offer low-skilled EU migrants a maximum of two years' residency in a post-Brexit UK, while those with higher skills could receive work permits lasting three to five years.
HR and legal information and guidance relating to the recruitment and retention of special categories of employee.