How can an employer ensure that its application forms are not discriminatory?
Does a generic induction day suffice for all new recruits?
How can an employer ensure that line managers draw up a shortlist for a position without unlawfully discriminating against applicants?
Is there a legal requirement for employers to advertise every job vacancy that arises?
If a job candidate is unable to attend an interview on the date or at the time proposed by the employer, is the employer obliged to rearrange the interview to suit the candidate's requirements?
Can an employer be held liable if an unsuccessful applicant provides evidence that he or she may have been discriminated against during an interview?
What questions should an employer avoid asking candidates at interview?
Where a full-time position is advertised, is the employer required to consider an applicant who informs it at interview that she would like to work part time?
Does an unsuccessful job applicant require concrete evidence to prove that he or she was discriminated against?
Can an employer reject an applicant for a maternity leave cover role on the basis that the applicant is herself pregnant and will not be able to work for the full cover period?
Are employers under an obligation to provide breastfeeding facilities for nursing mothers?
Are employers obliged to accommodate requests for lengthy breaks several times a day for the purpose of expressing milk?
Can employers require all employees to wear a uniform?
Can an employer have a dress code requiring female employees to wear a skirt?
Can an employer have a policy that requires male employees to keep their hair short?
Can an employer have a policy that prohibits male employees from wearing earrings?
Can an employer ban jewellery from the workplace?
Can an employee bring a pay discrimination claim on grounds other than sex?
Does the Equality Act 2010 outlaw pay secrecy clauses?
Is an employer liable for offensive and/or potentially discriminatory material or comments posted on its intranet bulletin board?
Because it is important to ensure that no employee is placed at a
disadvantage on account of sex, gender reassignment, pregnancy, race, disability, age, religion or belief,
sexual orientation or being married or a civil partner, the employer should be
willing to vary the way in which induction is carried out to accommodate the
special needs of a particular employee.
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