0370 270 6000

already registered?

Please sign in with your existing account details.

need to register?

Register to access exclusive content, sign up to receive our updates and personalise your experience on brownejacobson.com.

Privacy statement - Terms and conditions

discrimination in recruitment

7 December 2012

The BBC reports on the personal effect of discrimination in recruitment.

This serves as a reminder to businesses that an Employment Tribunal claim can come from a job applicant. 

An individual can bring a claim that they have been discriminated against by:

  • the arrangements an employer makes for offering employment – for example the application form, the advert and person specification
  • the terms on which employment was offered
  • not being offered employment.

Your business should always be able to justify and evidence why it has declined to call someone in for an interview/not make a job offer.  It is not unknown for a candidate to send in duplicate applications with slightly different information related to a protected characteristic.

Tips

  • Train decision makers in equal opportunities, avoiding stereotyping and scoring objectively
  • Avoid questions not relevant to the role
  • Keep a paper trail including notes of the short listing process, the interview and panel discussions following interview

related opinions

Job Support Scheme

The Government has been firm that there will be no extension to the current Job Retention Scheme which is due to end on 31 October. However yesterday saw the announcement of the Job Support Scheme.

View blog

Costs in the Employment Tribunal

At a time when Tribunal resources are being increasingly stretched, this case should act as a reminder for both parties.

View blog

Employment tribunal changes ahead

There is currently a backlog of employment tribunals – with the number of cases being dealt with rising by 26% since March, and expected to continue to rise with the end of the current Coronavirus Job Retention Scheme next month.

View blog

Is it reasonable to dismiss an employee without any prior procedure being followed as a result of a breakdown in relations?

The Employment Appeal Tribunal (EAT) has upheld the Employment Tribunal’s (ET) finding that a dismissal may be fair despite no prior procedure being followed.

View blog

mailing list sign up



Select which mailings you would like to receive from us.

Sign up