A well-written job description does more than attract candidates — it's a legal document that protects your business. Under the Equality Act 2010, job descriptions must not discriminate directly or indirectly against candidates with protected characteristics. Getting this wrong can result in discrimination claims before you've even made a hire.
What to Include
- Job title — use a clear, gender-neutral title that accurately reflects the role
- Reporting line — who the role reports to and any direct reports
- Key responsibilities — a realistic list of duties (not an exhaustive wishlist)
- Essential criteria — the qualifications, skills, and experience genuinely required to do the job
- Desirable criteria — nice-to-have skills that aren't mandatory
- Working hours and location — including any flexible working options available
- Salary or salary range — increasingly expected and improves application rates
- Benefits — pension, holiday, and any additional perks
Common Legal Pitfalls
- Age discrimination — avoid terms like "young and dynamic" or "recent graduate" which indirectly discriminate on age
- Gender-coded language — words like "dominant" or "nurturing" can deter certain genders from applying
- Unnecessary physical requirements — only include physical criteria genuinely needed for the role, and consider reasonable adjustments
- Overinflated experience requirements — asking for 10 years' experience when 3 would suffice can indirectly discriminate
- Right to work — you can state the role requires the right to work in the UK, but cannot specify nationality or citizenship
Best Practice
Have all job descriptions reviewed before publication. Our recruitment support service ensures your job descriptions are legally compliant, attract diverse talent, and accurately reflect the role. We also provide employment contract drafting to ensure consistency between the job description and the formal offer.
Need help writing compliant job descriptions? Get in touch for expert guidance.