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Employment Rights Act 1996: Primary legislation governing employment rights in England and Wales, covering fair treatment, evaluation procedures, rights during probationary periods, and documentation requirements.

Equality Act 2010: Ensures evaluation criteria are non-discriminatory, protects characteristics like age, gender, race, disability etc., and requires consideration of reasonable adjustments for disabled employees.

Data Protection Act 2018 and UK GDPR: Regulates how evaluation data is collected, stored, accessed, and retained, ensuring compliance with data protection principles and employee rights to access their data.

Human Rights Act 1998: Ensures fundamental rights including fair treatment and privacy considerations in the workplace evaluation process.

ACAS Code of Practice: Provides guidance on best practices for performance management and ensuring fair and transparent evaluation processes in the workplace.

Industry-Specific Regulations: Any additional sector-specific requirements that may affect how employee evaluations are conducted in particular industries.

Company Policies: Internal procedures and guidelines that must be integrated into the evaluation process to ensure consistency with existing company practices.

Employment Contract Terms: Specific terms and conditions from individual employment contracts that may affect the evaluation process and criteria.

Collective Agreements: Any relevant agreements with trade unions or employee representatives that may impact the evaluation process and criteria.