FAQs

All items: Job applications

How does the UK GDPR affect the processing and retention of recruitment data by employers?

Updated to reflect that restrictions on automated decision-making are removed by the Data (Use and Access) Act 2025 from 5 February 2026, but that employers must still have safeguards in place.
Where an unsuccessful job applicant asks for details of why they were not offered the job is the employer obliged to provide these?
Can an employer hold an unsuccessful candidate's CV on file in case a further job vacancy arises?
Is it unlawful to ask for applicants' date of birth on application forms?
How is the obligation to make reasonable adjustments in the recruitment process affected by the rules on health enquiries?
How should an employer assess an internal candidate for a role when they have not performed at that level before?
What support could an employer give to an employee who has been unsuccessful in an application for a promotion?
Is there any requirement for a pregnant job applicant to disclose their pregnancy to a potential employer?
Are there any risks attached to asking job candidates about the number of days' sickness absence they have had in the past year?
Where a full-time position is advertised, is the employer required to consider an applicant who informs it at interview that they would like to work part time?

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About this category

Frequently asked questions and answers on job applications.