FAQs

All items: Recruitment and retention

Can an employer restrict a job to people of a particular religion or belief?
In specifying the requirements for a job, what steps can an employer take to ensure that it is not liable to claims of indirect discrimination?
How can an employer ensure that its application forms are not discriminatory?
Is it unlawful for an employer to ask on an application form whether a candidate has a disability?
Can an employer reject a job applicant on grounds related to their pregnancy, such as health and safety?
If a job applicant has suffered from a debilitating illness in the past, can they be excluded from the shortlist?
Is it lawful for an employer to indicate that a vacancy is aimed at women if the job is advertised in a women's magazine?
Is there a legal requirement for an employer to provide a job description for each job vacancy?
Should employers always appoint the applicant with the highest level of qualifications to a post?
Can an employer refuse to employ a foreign national because of the effort involved in ensuring that they have a right to work in the UK?

Items per page: 10
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About this category

Frequently asked questions and answers on recruitment and retention.