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Employment Rights Act 1996: Primary legislation establishing basic employment rights, including unfair dismissal provisions relevant to performance reviews and requirements for written employment statements. Critical for ensuring performance review processes align with fundamental employment rights.

Equality Act 2010: Legislation ensuring non-discrimination in workplace practices. For performance reviews, requires fair, objective assessment criteria and prevents discrimination based on protected characteristics. Mandates reasonable adjustments for disabled employees in review processes.

Data Protection Act 2018 and UK GDPR: Regulations governing personal data processing, storage, and access rights. Specifically applies to how performance review data is collected, stored, processed, and accessed, with requirements for data retention and employee privacy rights.

ACAS Code of Practice: While not legislation, provides essential guidance on disciplinary procedures and performance management. Sets out best practices for fair and transparent performance review processes that courts consider when assessing employer conduct.

Human Rights Act 1998: Ensures fundamental rights including privacy and fair treatment are respected in workplace processes. Performance reviews must be conducted in a way that respects these basic human rights.

Public Interest Disclosure Act 1998: Provides protection for whistleblowers and ensures performance review processes cannot be used as a form of retaliation against employees who have made protected disclosures.