Cookies and privacy

Home
Contact
Us
User
Guide

Log in

Introducing XpertHR
Strategy & Practice
Employment Law
Good Practice Guides
Benchmarking
Recruitment
Pay & Benefits
International
Liveflo
Training
Policies & Documents
How To
FAQs
Line Manager Briefings
Employment Intelligence blog
Help
Help or advice is
available when you
see this icon
XpertHR Feeds
Key to Icons

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.


Topics
Search
Latest
Suggest

What is the main purpose of the Equality Act 2010?

Have all the provisions in the Equality Act 2010 been in force from October 2010?

Is there any statutory guidance for employers on the Equality Act 2010?

What is the right to bring a claim for discrimination arising from disability under the Equality Act 2010?

Under the Equality Act 2010, can an employee bring a claim for harassment where the unwanted conduct is not directed at him or her?

If a third party harasses an employee, will his or her employer be liable for the third party's actions under the Equality Act 2010?

What changes should employers make to their practices and procedures in light of the Equality Act 2010?


Under the Equality Act 2010 can an employer still ask questions about a prospective employee's health?

Section 60 of the Equality Act 2010 restricts the circumstances in which an employer can ask questions about a prospective employee's health prior to offering him or her a job or including him or her in a pool or shortlist to be offered work. Employers may ask health-related questions for the purposes of:

  • establishing whether or not reasonable adjustments are necessary to the assessment process;
  • establishing whether or not the applicant can carry out a function intrinsic to the work concerned;
  • taking positive action in relation to disabled people;
  • establishing whether or not the applicant has a particular disability that is a requirement for the job; or
  • the employer's diversity monitoring.

Want to see more?

login arrow blue

XpertHR provides answers to more than 1,000 FAQs. But that's not all...
Request a demo today to find out how XpertHR can benefit your organisation

Is it a breach of the law on disability discrimination to ask about health during recruitment?

How is the obligation to make reasonable adjustments in the recruitment process affected by the rules on health enquiries?

Can employers make conditional offers subject to health clearance and then withdraw an offer if the health requirement is not met?

What new powers does the Equality Act 2010 confer on employment tribunals?

Does the Equality Act 2010 outlaw pay secrecy clauses?

Does the Equality Act 2010 outlaw associative discrimination?

How do the positive action provisions in the Equality Act 2010 that relate to recruitment and promotion work?

Are employers obliged to take positive action towards under-represented groups under the Equality Act 2010?

In what circumstances do the positive action in recruitment and promotion provisions apply?

What is the main risk for an employer that applies the positive action in recruitment and promotion provisions?

What is the difference between positive action and positive discrimination?

Are employers able to use both the general and the recruitment and promotion positive action provisions?

1  2  Next
Top