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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.
What is direct age discrimination?
What is indirect age discrimination?
Can direct age discrimination be justified?
Can an employer be liable for the acts of age discrimination carried out by its employees?
Is it lawful for employers to discriminate in favour of a person of a particular age or persons in a particular age group?
Can an employer stipulate an age limit for a job?
In light of the age discrimination legislation can employers still use university "milk rounds" to recruit employees?
Can employers specify a minimum number of years' service in job advertisements?
Is it unlawful to include a preferred age range in a job advertisement?
Is it permissible for an employer to stipulate in a job advert that candidates must be "recent graduates"?
Under the age discrimination provisions of the Equality Act 2010 is an employer prevented from using job titles including the words "senior" and "junior"?
Can employers still request applicants' work and education history, with dates, on their application forms?
Is it unlawful to ask for applicants' date of birth on application forms?
Is an employer liable for offensive and/or potentially discriminatory material or comments posted on its intranet bulletin board?
Is harassment relating to age prohibited 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?
Does the Equality Act 2010 outlaw associative discrimination?
Is there a legal requirement for employers to advertise every job vacancy that arises?
What "positive action" is permitted under discrimination legislation?
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