Selecting staff

New and updated

• Type:

  Employment law cases

  No age discrimination against job applicant rejected after psychometric testing

  In this unusual case, a job applicant who passed three interview stages, but had her conditional offer of employment withdrawn over poor psychometric testing results, unsuccessfully claimed age discrimination.

• Type:

  Employment law cases

  Case of the week: Oral assurances during contract negotiations trumped written terms

  This week's case of the week, provided by DLA Piper, covers whether or not oral assurances given during negotiations that took place before a contract was signed trumped the written contractual terms.

• Type:

  Employment law cases

  Case round-up

  Georgina Kyriacou and David Malamentenios are partners and Melissa Powys-Rogrigues, Sandra Martins, Colin Makin and Krishna Santra are associates at Colman Coyle Solicitors. They round up the latest rulings.

• Type:

  Employment law cases

  Case round-up

  Sarah Wade, Rosie Kight, Amy Ross-Sercombe, Kate Edminson and Lydia Newman are associates at Addleshaw Goddard LLP. They round up the latest rulings.

• Type:

  Training

  Making a job offer quiz - line manager training

  A quiz for line managers to test their knowledge on the law and practice relating to job offers.

• Type:

  Employment law cases

  Case round-up

  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.

• Type:

  FAQs

  Is it unlawful to ask for applicants' date of birth on application forms?

• Date:

  24 April 2012

  Type:

  Employment law cases

  EU law does not require employers to disclose details of successful candidate to unsuccessful job applicant

  The European Court of Justice has held that an employer is not obliged to provide an unsuccessful job applicant with information on the successful candidate, although a failure to do so could lead to an inference of discrimination in a subsequent tribunal claim.

• Type:

  Employment law cases

  Experience requirement for shortlisting indirectly discriminated against female job applicant

  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.

• Type:

  FAQs

  Should employers avoid asking about general wellbeing during interviews?