With respect to indirect age discrimination and given the higher proportion of younger graduates in the working population, can we specify that a degree is an essential criterion when advertising a job vacancy?Posted in : First Tuesday Q&A ROI on 3 July 2017
A number of larger employers in the UK, and further afield, such as Nestle, are making the brave move of removing the degree classification from their job specifications. Instead, these employers are leaning towards a more skills-based assessment.
The trend of removing degree classification from job specifications has gained considerable momentum in recent years and in the US in particular. In explaining the rationale for the change, many employers have cited a lack of evidence between University success and job performance. However, more cynical observers might say that the real reason is due to the possibility of claims for indirect discrimination.
Indirect discrimination occurs where
Already a subscriber?
Click here to login and access the full article.Log in now to read the full article
Don't miss out, start your free trial today!
Are you fully aware of the benefits of Legal-Island's Irish Employment Law Hub? We help thousands of people like you understand how the latest changes in Irish employment law impact your business through a mix of case law analysis and in-depth articles. All delivered right to your inbox.
We help you to understand the ramifications of each important case from Ireland and Europe.
We help you ensure that your organisation's policies and procedures are fully compliant with Irish law.
You will receive regular updates on Irish employment law including case law reviews, legislative changes, topical updates as well as answers to your burning questions through our Q&A feature.
You will have 24/7 access to the Employment Law Hub so you can research case law and HR issues when you need to.
Back to Q&A's This article is correct at 03/07/2017
The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.