The most important legal issue in recruitment is avoiding unlawful discrimination in your recruitment methods and criteria. Check that, by working for you, your new hire is not breaching their notice period, a non-compete restriction or a different post-employment restriction imposed by their previous employer. Otherwise you too may be liable.
Take care to comply with the rules on pre-employment checks and certain questions, including about the candidates’ health, previous criminal convictions and other types of vetting. This is particularly important when collecting personal or sensitive data about potential hires. You must ensure you comply with your data protection obligations under the General Data Protection Regulation and Data Protection Act 2018. For more information, read Data protection and employees.
Check whether or not your potential hire is entitled to work in the UK. You could face prosecution if you employ an illegal worker. The UK Border Agency has a useful guide on how to do this.
Before deciding to permanently hire an agency worker, check the terms of the agency contract.
Complete bans on hiring temps are unenforceable but there may be extra fees to pay. Keep records of your recruitment processes and decision-making, in case of any dispute.