Updated to take account of the automated decision-making rules under the General Data Protection Regulation, in force from 25 May 2018.
Updated to take account of the General Data Protection Regulation, in force from 25 May 2018.
Updated to highlight the impact of the General Data Protection Regulation, in force from 25 May 2018, on this document.
It is perfectly possible for there to be very little direct evidence of discrimination in a recruitment process, but for an employee to win a tribunal claim because the employer's failure to keep a clear record leads to inconsistencies in its defence, as this disability discrimination case shows.
Employers that operate a transparent and carefully recorded recruitment process have little to fear if they find themselves in an employment tribunal, as this race discrimination case shows.
Georgina Kyriacou and David Malamatenios are partners and Sandra Martins, Colin Makin and Krishna Santra are associates at Colman Coyle Solicitors. They round up the latest rulings.
This Northern Ireland industrial tribunal decision is a good example of how an employer can indirectly discriminate against a female job applicant by making it a requirement to have a number of years' relevant experience within a narrow time frame, something that is more difficult for women who have been raising a family to achieve.
A model letter to inform an unsuccessful job applicant that there is an alternative vacancy that may be suitable for him or her.
HR and legal information and guidance relating to shortlisting job candidates.