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The claimant was dismissed by reason of gross misconduct and in particular.
What practical advice can you give to employers embarking on the recruitment and selection process?
For how long should we retain interview records?
If a potential employee has signed their contract and it has been counter-signed by the employer and handed back to the employee, what action must the employer take if the employee does not present for work?
When carrying out reference checks, would you only seek a reference from the person named on the job applicant’s CV or can you accept a reference from another person within the same organisation without the applicant's knowledge?
If a person applies for a job and they have epilepsy, and one of the criteria is that they must have a C1 driving license (and they can never get this because of their condition) can the employer remove them from the recruitment and selection process?
If you state in a job advert that those who apply for a position must have a valid work permit or are EEA citizens, is this discrimination?
What happens if I'm found to have discriminated during recruitment?
What counts as discrimination?
I know employees have rights once they are hired, but do I need to worry about any legal issues when recruiting? Can't I just hire who I like?
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?