Is there a legal requirement for an employer to provide a job description for each job vacancy?
In what circumstances could an employer's requirements and conditions of the job lead to claims of discrimination?
How does a firm know if a job requires the holder to be an approved person?
Should employers always appoint the applicant with the highest level of qualifications to a post?
Inappropriate criteria or conditions can, in
certain circumstances, constitute indirect discrimination under the Equality Act 2010. This
applies if an employer stipulates a requirement that excludes or discourages a
considerably larger number of women than men (or vice versa), people from a
specific racial or religious group, people of a particular sexual orientation, disabled people or
people in certain age groups. Unnecessary or marginal criteria might also be in
breach of the Act.
In specifying the requirements for a job, what steps can an employer take to ensure that it is not liable to claims of indirect discrimination?
Can an employer stipulate an age limit for a job?
Is it permissible for an employer to specify that job applicants should have a clear spoken voice and good command of English?
Are there any circumstances in which an employer can insist on recruiting from a particular racial group?
Are there any circumstances in which an employer can insist on recruiting either a man or a woman?
Can an employer restrict a job to people of a particular sexual orientation?
Can an employer restrict a job to people of a particular religion or belief?
Are there any circumstances in which an employer can specify the required race, gender, sexual orientation, religion or age of job applicants?
What should an employer do when recruiting for a job that it believes will require a particular level of fitness or health?
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