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Equality Act 2010: Primary legislation governing discrimination protection. Ensures rejection decisions and communication aren't based on or reference protected characteristics (age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, sexual orientation). Requires avoiding discriminatory language and making reasonable adjustments in communication for disabled candidates.

Data Protection Act 2018 and UK GDPR: Legislation governing handling of personal information, including retention periods for candidate data, right to access personal data, and privacy considerations in recruitment communications.

Employment Rights Act 1996: Ensures fair treatment in recruitment processes and addresses potential implications if any verbal promises were made during recruitment.

Defamation Act 2013: Requires ensuring any reasons given for rejection are factual and non-defamatory to protect both employer and candidate.

Best Practices: Key considerations including: maintaining records of recruitment decisions, ensuring consistency in rejection process, maintaining professional courtesy, avoiding discriminatory language, keeping communication concise and clear, and considering provision of constructive feedback where appropriate.