I wish people would check their facts before posting definitive statements...photographs are clearly not part of a valid application form, as detailed here after a brief google search.
http://www.cre.gov.uk/gdpract/employ.../partfour.html
Application forms
It is recommended that, where practicable, all employers should use a standard application form [see Appendix 4]. This has the following advantages.
It reduces the time spent in sifting through a great deal of information that is not relevant to the job, which is usually the case with CVs and application letters.
It helps employers obtain the information they need, and in the form in which they need it, to make an objective assessment of the applicant's ability to do the job.
It makes it easier to obtain information about applicants' racial groups; this is mandatory for public authorities under their legal duty to monitor various aspects of employment, by racial group [more...].
It provides employers with evidence that they have tried to meet their legal obligations, should they face legal proceedings under the RRA.
It gives all applicants the opportunity to compete on equal terms.
To reduce the risk of unlawful racial discrimination, employers should follow the guidelines below; smaller organisations may adapt these to their particular circumstances.
The section of the application form requesting personal information (including information about racial group) should be detachable from the rest of the form, and not made known to members of the selection panel before the interview.
The question about an applicant's racial group should include a clear explanation as to why this information is needed, and an assurance that the information will be treated in strictest confidence, and will not be used to assess suitability for the job, or in the selection decision.
Information about eligibility to work in the UK, which employers are required to obtain under the Asylum and Immigration Act 1996, should preferably be verified in the final stages of the selection process, to make sure the appointment is based on merit alone, and is not influenced by other factors. Employers can apply for work permits and should not exclude potentially suitable candidates from the selection process. Depending on the employer's recruitment process, and the type of job being filled, candidates might be asked for the relevant documents when they are invited to an interview, or when an offer of employment is made. It is important to carry out these checks before the person's employment begins. The Home Office [see Appendix 5] has published a code of practice for employers on how to avoid unlawful racial discrimination when complying with this requirement.
Only information that is relevant to the job, and to the skills and qualifications listed in the person specification, should be requested in the application form (apart from the questions in the personal details section of the form).
Applicants should not be asked to provide photographs, unless a genuine occupational requirement or qualification applies [see Appendix 1].