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1 day ago · Campaign group Fair Play For Women, which describes itself as working to protect the rights of women and girls in the UK, welcomed the guidance as 'a step in the right direction' but said a ...
Employers can lawfully restrict a job opportunity to women if they can show there is a genuine business need to have female staff (or suficient female staff) and requiring applicants to be female is a proportionate way of meeting that need.
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- Discrimination in Job Adverts
- Questions You Cannot Ask When Recruiting
- Asking For A Date of Birth
- Spent Criminal Convictions
- Trade Union Membership
- Employing People with Protected Characteristics
- Favouring Disabled Candidates
You must not state or imply in a job advert that you’ll discriminate against anyone. This includes saying that you are not able to cater for workers with a disability. Only use phrases like ‘recent graduate’ or ‘highly experienced’ when these are actual requirements of the job. Otherwise you could discriminate against younger or older people who mi...
You must not ask candidates about ‘protected characteristics’or whether they: 1. are married, single or in a civil partnership 2. have children or plan to have children
You can only ask for someone’s date of birth on an application form if they must be a certain age to do the job, for example selling alcohol. You can ask someone their date of birth on a separate equality monitoring form. You should not let the person selecting or interviewing candidates see this form.
Applicants do not have to tell you about criminal convictions that are spent. You must treat the applicant as if the conviction has not happened, and cannot refuse to employ the person because of their conviction. There are some areas of employment that are exempt from this rule, for example schools.
You must not use membership of a trade union as a factor in deciding whether to employ someone. This includes: 1. not employing someone because they’re a member of a trade union 2. insisting someone joins a trade union before you’ll employ them
You can choose a candidate who has a protected characteristicover one who does not if they’re both suitable for the job and you think that people with that characteristic: 1. are underrepresented in the workforce, profession or industry 2. suffer a disadvantage connected to that characteristic (for example people from a certain ethnic group are not...
When a disabled person and a non-disabled person both meet the job requirements, you can treat the disabled person more favourably.
If you see a job advert that you think was discrimination but didn’t apply because you were put off by the advert, you can only make a claim if you genuinely could have applied - like having the relevant skills and qualifications.
1 day ago · The group said it had been reporting “rogue employers each time they misuse the law by advertising for ‘self-identifying women’ to fill women-only roles”.
If you wish to apply for an advertised job that restricts applications to people with a particular protected characteristic that you do not have, you should ask the employer or recruitment agency whether an occupational requirement or exception applies.
You're not legally required to advertise a job, but it's a good idea to. Advertising a job means: you're less likely to break the law by discriminating, even if you did not intend to. you're more likely to get a wider range of applicants who are suitable for the job.
