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Browse frequently asked questions and answers on key HR issues. Navigate by topic or key word search. View latest additions or suggest a question to the XpertHR editorial team.
How can an employer ensure that its application forms are not discriminatory?
What kind of personal details should be contained on a tear-off portion of an application form?
Is it unlawful for an employer to ask on an application form whether or not a candidate has a disability?
Is it unlawful to ask for applicants' date of birth on application forms?
Can employers stipulate in job adverts that applications from individuals who have reached, or are within six months of reaching, retirement age will not be accepted?
Is it lawful to ask a job applicant if he or she requires permission to work in the UK?
Is there any requirement for a pregnant job applicant to disclose her pregnancy to a potential employer?
Can employers still request applicants' work and education history, with dates, on their application forms?
Is it lawful for an employer to ask a candidate if he or she has any criminal convictions?
Does an employer have the right to retain any personal data gathered during the application process?
Aside from discriminatory questions are there any other restrictions on the type of information that employers are allowed to gather from job applicants?
Can an employer hold an unsuccessful candidate's CV on file in case a further job vacancy arises?
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