The restriction on asking job applicants about their health or disability seems to be the area of the Equality Act 2010 that is concerning employers most, with FAQs about pre-employment health questions continuing to feature in the top ten HR questions on XpertHR last month.
FAQs about the effect on employers of the abolition of the default retirement age next year also continued to be popular in November.
- What is the expected timetable for the abolition of the default retirement age?
- Under the Equality Act 2010 can an employer still ask questions about a prospective employee's health?
- What should the employer and employee discuss at an individual redundancy consultation meeting?
- Are there any risks attached to asking job candidates about the number of days' sickness absence they have had in the past year?
- How will the abolition of the default retirement age affect employers that have a compulsory retirement age of 65?
- Where an individual's employment offer is withdrawn due to an unsatisfactory reference does he or she have any right to see the reference?
- Where an employee has recently changed from full-time to part-time hours how should his or her redundancy payment be calculated?
- Where an employer suspects that an employee is working under the influence of alcohol, what action can it take?
- Where an individual has accepted an employment offer can the employer withdraw it where, for example, a freeze on recruitment has subsequently been put in place?
- Is an employer obliged to respond to a pregnant employee's demands to change her hours or duties, where a risk assessment does not identify a necessity to change them, and the employee submits no medical certification on the matter?
Photo: Andreanna Moya Photography
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