Recruitment Services for Employers

Practical employment law support to help employers recruit the right people through fair, effective and legally compliant hiring processes.

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Recruitment decisions can have long-term implications for an organisation, affecting workforce capability, culture and future employment risk. A clear and consistent process can help employers identify suitable candidates while reducing the risk of discrimination complaints, contractual disputes and problems arising from inappropriate pre-employment checks.

DTM Legal advises employers throughout the recruitment process, from preparing job descriptions and recruitment policies to drafting offer letters, employment contracts and executive service agreements. We help HR professionals, managers and business owners create processes that reflect their operational requirements and treat candidates fairly.

Our Employment & HR solicitors can also train those involved in recruitment and advise on senior or strategically important appointments. Where a new hire involves shares, incentives, directorships or wider changes to the business, we can work alongside our Corporate & Commercial team to ensure the employment and corporate arrangements are properly coordinated.

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Recruitment Legal Services for Employers

We provide practical advice and support across all stages of the recruitment process, including:

  • Drafting and reviewing recruitment and selection policies
  • Employment status and contractor arrangements
  • Executive service agreements for senior appointments
  • Developing objective selection and scoring criteria
  • Advising on application and shortlisting processes
  • Preparing lawful interview questions
  • Advising on assessment exercises and selection tests
  • Reasonable adjustments for disabled applicants
  • Equality, diversity and discrimination considerations
  • Advising on positive action in recruitment
  • Recruitment privacy notices and candidate data
  • Artificial intelligence and automated recruitment tools
  • Pre-employment health and medical questions
  • Right-to-work checking processes
  • References and background checks
  • Criminal record and DBS checks where appropriate
  • Conditional and unconditional job offers
  • Drafting offer letters
  • Drafting employment contracts and written statements
  • Fixed-term, part-time, casual and flexible appointments
  • Confidentiality, intellectual property and restrictive covenants
  • Commission, bonus and incentive arrangements
  • Withdrawing job offers and responding to candidate complaints
  • Training managers and interview panels
  • Defending recruitment-related discrimination claims

Why Instruct DTM Legal?

Recruitment law applies before an individual becomes an employee. Job applicants are protected against discrimination, and employers must also consider data protection, reasonable adjustments and the legal effect of job offers throughout the process.

Our Employment & HR team provides practical advice tailored to the role, organisation and recruitment method. We can help you develop clear documentation and objective decision-making processes without creating unnecessary administrative barriers to hiring.

We can support a particular appointment or review your wider recruitment practices, contracts and manager training. Where the recruitment involves a director, shareholder or senior executive, we can also coordinate the employment terms with relevant corporate and commercial arrangements.

We provide:

  • Practical and commercially focused recruitment advice
  • Policies and documentation tailored to your organisation
  • Clear guidance on discrimination and equality risks
  • Support with contracts, offers and pre-employment checks
  • Advice on senior and executive appointments
  • Training for managers and recruitment panels
  • Representation where a candidate brings a legal claim

Get in Touch

Whether you are recruiting your first employee, reviewing your hiring processes or making a senior strategic appointment, our Employment & HR team can help you put fair and effective arrangements in place.

To discuss your requirements, contact us by emailing employment@dtmlegal.com or calling 01244 354 800 / 0151 321 0000.

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Partner / Head of Employment & HR
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Key Considerations When Preparing an Executive Service Agreement

Providing the key documents and information at an early stage can help your solicitor understand the parties’ rights, the effect on the business and the most appropriate route towards resolution. Read our Key Considerations guide to understand some of the points a solicitor may wish to discuss when responding to your enquiry. It can help you prepare the relevant information and make your initial conversation more productive.

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Employment & HR Team

Tom Evans

Partner / Head of Employment & HR
Jamie-Lea Taylor

Paralegal, Residential Conveyancing
Molly Drake

Solicitor, Commercial Property
Alison Brennan

Head of Compliance and Service Delivery

Frequently Asked Questions

Commonly asked questions from employers seeking recruitment legal services.

The main risks include discrimination, inappropriate use of candidate information, failure to make reasonable adjustments and disputes about job offers or proposed employment terms.

Employers should use role-related criteria, keep clear records and follow a consistent process. Recruitment agencies or automated tools do not remove the employer’s responsibility to ensure that candidates are treated lawfully and fairly.

Employers are generally restricted from asking health or disability questions before making a job offer. Questions may be permitted where they are necessary to arrange reasonable adjustments for the recruitment process, establish whether an applicant can perform an essential part of the role with adjustments, or support lawful positive action.

Health questions asked after a conditional offer should still be relevant and proportionate. Employers should avoid automatically withdrawing an offer without discussing possible reasonable adjustments and considering the individual circumstances.

A job offer may become contractually binding when it is accepted, particularly where it is unconditional. Employers should therefore ensure that the proposed terms and necessary internal approvals are clear before making an offer.

A conditional offer can depend on specified requirements such as satisfactory references, evidence of qualifications or right-to-work checks. The offer letter should identify each condition and explain what may happen if it is not satisfied.

Employers must check that a successful applicant has the right to work in the UK. Other checks may include references, qualifications, employment history, regulatory approvals or criminal record checks where they are relevant and legally permitted.

Checks should be proportionate to the role, and candidates should be told what information will be obtained and why. The ICO advises that wider vetting should normally be linked to a legal obligation or a significant and particular risk.

Executive agreements should be reviewed when an individual is promoted, their responsibilities materially increase or their remuneration and incentive arrangements change. They should also be considered during restructures, investment, succession planning or other significant developments within the business.

An agreement originally prepared for a more junior role may no longer provide appropriate protection once an executive has greater access to customers, employees, confidential information or strategic decision-making.

What our Clients Say

See what our customers have to say about their experience

Review Solicitors Stars
5/5 350+Reviews
Steve Tatham
26/04/2026
Tom Evans provided an excellent service regarding my recent Voluntary Redundancy. Tom was friendly, knowledgeable and helpful in supporting the processing of the legal documentation around redundancy. Tom was very timely and managed our sessions well to ensure we didn’t overrun. I would highly recommend Tom and use him again if I needed legal support.
Ellie
27/10/2026
DTM’s employment department has dealt with a couple of matters on our behalf. They have dealt with all matters efficiently, providing clear advice on employment law, whilst also understanding the commercial aspects of suggested actions.
Mia
15/10/2023
They feel like an extension to our business. They fully understand our business inside and out and are very responsive and provide a huge level of support.

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