Job Application Form Template (UK)

Updated on 13 August 2026

A job application form collects a candidate's basic details, work history, and certification before an interview — it's an employer's intake form, not a CV the candidate writes. What an employer can and can't ask on this form is genuinely restricted by UK law: health and disability questions are largely barred before a job offer, and most spent convictions don't need to be disclosed at all.

The form below is the editor: type straight into the highlighted blanks. A candidate can complete the form and sign the certification on screen, or you can download a clean Word or PDF file to hand out — no sign-up, no watermark.

1 of 13 blanks filled

Tap any highlighted blank in the document below and type straight into it.Free — no sign-up, no watermark

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Include a criminal conviction question? (only if a Rehabilitation of Offenders Act exception applies to this role)

Job Application Form

This application is submitted to by on .

1. Applicant

Address:
Phone:
Email:

2. Position

Position applied for:
Availability:
Desired salary:

3. Education

4. Employment History

5. References

6. Certification

I certify that the information provided in this application is true and complete to the best of my knowledge.

The Applicant

Date:

Health and disability questions are largely off-limits before an offer

Section 60 of the Equality Act 2010 makes it unlawful for an employer to ask a job applicant about their health or disability before making a job offer (conditional or unconditional), except in narrow circumstances — for example, where the question concerns a reasonable adjustment needed for the interview itself, or where a specific health requirement is genuinely intrinsic to the role. Making an offer conditional on a satisfactory medical check, and asking health questions at that later stage, doesn't breach section 60. This form doesn't ask any health or disability questions at all, for exactly this reason.

Spent convictions generally don't need to be disclosed

Under the Rehabilitation of Offenders Act 1974, once a conviction becomes "spent" after the relevant rehabilitation period, an applicant is not obliged to disclose it in most contexts, including a job application, and a spent conviction generally cannot be held against them for that role. There are exceptions for specific roles listed in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 — mainly work with children, vulnerable adults, or certain regulated professions — where fuller disclosure can be required. This template only includes a conviction question where that exception genuinely applies to the role.

Keep intake separate from screening

This application collects the candidate's own information for the position they're applying to. If your hiring process also runs a DBS (criminal record) check or other background screening, that consent and disclosure belongs in its own, stand-alone document, not folded into this application. Mixing screening consent into an application form is a real defect in some widely used free templates.

UK compliance checklist

Employment law is largely GB-wide, but Northern Ireland has its own separate legislation on several of these points — confirm the NI equivalent if hiring there.

No health or disability questions before a job offer
Section 60 of the Equality Act 2010 bars asking about health or disability before a conditional or unconditional offer, except in narrow, specified circumstances.
Equality Act 2010, section 60
Don't ask about spent convictions unless an exception applies
Under the Rehabilitation of Offenders Act 1974, a spent conviction generally does not need to be disclosed for most roles. The Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 lists the specific roles — mainly work with children or vulnerable adults, and certain regulated professions — where fuller disclosure can be required.
GOV.UK — Guidance on the Rehabilitation of Offenders Act 1974 and the Exceptions Order 1975
Northern Ireland has its own separate legislation
Northern Ireland's equality and rehabilitation-of-offenders regimes are set separately from Great Britain's (for example, the Rehabilitation of Offenders (Northern Ireland) Order 1978) — confirm the NI-specific position before using this form there.

How to use this template

Fill in the applicant and position details. Type into the highlighted blanks: the candidate's contact details, the position applied for, and availability.
Add education and employment history. Fill in the education background and prior employment blanks.
Decide whether to include a conviction question. Only include it if a Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 exception genuinely applies to this role — check the compliance checklist above.
Keep screening separate. If you also run a DBS check or other background screening, use a dedicated consent form for that — don't add it to this application.
Have the applicant certify and sign, then download. The applicant signs the certification on the signature line at the foot of the form. Download it as a Word or PDF file for your records.

Frequently asked questions

Is this the same as a CV?

No — this is an employer's intake form for the candidate to fill out, distinct from a CV the candidate writes and brings themselves.

Can I ask about the candidate's health or disability?

Not before a job offer, in almost all cases. Section 60 of the Equality Act 2010 bars health and disability questions before a conditional or unconditional offer, with narrow exceptions such as arranging reasonable adjustments for the interview.

Can I ask about criminal convictions?

Only ask about convictions that aren't spent, and only ask about spent convictions at all if a specific exception under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 applies to the role — mainly work with children, vulnerable adults, or certain regulated professions.

What if the role does need a DBS check?

Keep DBS consent and disclosure as a separate, stand-alone document from this application form, and only ask the fuller conviction question this form supports where the exceptions order genuinely covers the role.

Do I need a certification and signature section?

Yes — it's standard practice for the candidate to certify the information is accurate before submitting the application.

Does the same rule apply in Northern Ireland?

Broadly similar in effect, but Northern Ireland has its own separate legislation — including its own Rehabilitation of Offenders order — rather than being covered by the same GB Acts. Confirm the NI-specific position before using this form there.

Related templates

Disclaimer

This template and guide are for general information only and do not constitute legal advice. Equality and rehabilitation-of-offenders law differs between Great Britain and Northern Ireland. Confirm current requirements with an employment specialist before finalising your application form.