Candidate attraction

New and updated

• Date:

  14 September 2010

  Type:

  Employment law cases

  Age discrimination: "younger" in job specification enough to shift burden of proof to employer

  The Employment Appeal Tribunal has held that the use of the word "younger" in the person specification for the job vacancy that had been created after the claimant had been dismissed was sufficient to raise the suspicion of age discrimination and shift the burden of proof to the employer. 

• Type:

  FAQs

  Is there a legal requirement for employers to advertise every job vacancy that arises?

• Type:

  FAQs

  Can an employer stipulate an age limit for a job?

• Type:

  FAQs

  Is it unlawful to include a preferred age range in a job advertisement?

• Type:

  FAQs

  Can an employer advertise a position internally and state that only applications from permanent employees will be considered?

• Type:

  FAQs

  Are employers obliged to advertise jobs internally?

• Type:

  Policies and procedures

  Employee referral bonus scheme policy

  A model recruitment referral bonus scheme.

• Type:

  FAQs

  Is an employer acting unlawfully if it tells a third party such as an employment agency that it would prefer to appoint a man for the job?

• Type:

  FAQs

  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?