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Employment Rights Act 1996: Key legislation governing fair treatment requirements, protection against unfair dismissal, and right to receive written statements of employment particulars. Essential for ensuring evaluation processes are legally compliant with basic employment rights.

Equality Act 2010: Legislation ensuring protection against discrimination based on protected characteristics, requiring non-discriminatory evaluation criteria, and mandating reasonable adjustments for disabled employees in the evaluation process.

Data Protection Act 2018 and UK GDPR: Regulations governing the processing, storage, and confidentiality of personal data in evaluations, including access rights and retention periods for evaluation records.

Human Rights Act 1998: Legislation protecting fundamental rights including privacy and fair treatment, which must be considered in the evaluation process and documentation.

Public Interest Disclosure Act 1998: Law protecting whistleblowers and ensuring evaluation processes don't penalize legitimate whistleblowing activities.

ACAS Code of Practice: Guidelines on disciplinary and grievance procedures that should be considered when designing and implementing manager evaluation processes.

Company Policies: Internal organizational policies and procedures that must be aligned with the evaluation process and documentation.

Collective Agreements: Any existing agreements with unions or employee representatives that may impact the evaluation process and its implementation.

Industry Regulations: Sector-specific rules and guidelines that may affect how manager evaluations should be conducted and documented in particular industries.