How Recent Legislative Changes Affect Recruitment

Introduction: Why Legal Awareness Matters in Recruitment

Hiring in Scotland isn’t just about finding the right person, it’s also about doing it legally and fairly.

Recent employment law changes in the UK and Scotland have shifted how businesses post jobs, manage applications, and communicate with candidates.

If you’re an employer using job boards like JobHub Scotland, here’s what you need to know to stay compliant and competitive.

1. The Rise of Pay Transparency

In line with growing government and EU trends, many employers are now expected to include pay ranges in job adverts.

While not yet mandatory across all sectors, pay transparency improves equality and boosts application rates.

Action point: Always include a salary or range in your JobHub Scotland listings. It increases trust and visibility on job boards and Google for Jobs.

2. Flexible Working: From Optional to Expected

From April 2025, all employees in the UK have the right to request flexible working from day one.

Employers should reflect this change by advertising flexibility where possible; whether that’s remote work, hybrid patterns, or flexible hours.

Action point: Where possible, include “Remote,” “Hybrid,” or “Flexible Hours” to appeal to modern candidates.

3. Equality, Diversity & Inclusive Language

Recruitment law continues to emphasise equal opportunity. Employers must ensure job ads avoid any wording that could imply bias related to gender, age, disability, or background.

Examples of outdated phrasing:

❌ “Young and energetic team”
✅ “Dynamic and motivated team”

Action point: Review all job descriptions for inclusive, neutral language before posting.

4. Right-to-Work and Immigration Updates

Post-Brexit regulations mean employers must verify every applicant’s right to work in the UK.

Job boards are now expected to remind employers about compliance and document verification.

Action point: When posting on JobHub Scotland, include a line like:

“Applicants must have the right to work in the UK.”

It clarifies eligibility while aligning with legal obligations.

5. Data Protection & Candidate Privacy

With increased emphasis on GDPR and candidate data handling, employers must ensure personal information collected during recruitment is handled securely.

Action point: Ensure you have a clear data policy that you can include when advertising.