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Legal Considerations of Recruitment
By: Adam Willoughby
On: 29th September 2015 @ 13:00
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The Legal Considerations
of Recruitment
By Adam Willoughby
Barrister
BROADWAY HOUSE CHAMBERS
1 City Square
Leeds LS1 2ES
& in Bradford
0113 246 2600
What we will cover…
Equality Act 2010 & Discrimination
What to take into account about an individual when assessing their application
Consideration of future legal issues arising in the course of employment
Practical steps to help ensure compliance throughout
Question & Answer
(The following does not constitute legal advice)
Discrimination
Usage of the word ‘discrimination’ and the many forms
it takes
Equality Act 2010 – ss. 13/19/20/21/26 and 27
Applicability to ‘applicants’
Not necessarily internal job applications
Genuine applicant otherwise no detriment
3 month time limit (generally!)
Stages at which ‘discrimination’
may occur in recruitment
process… (a) The employer who seeks to inhibit applications on
grounds of the protected characteristic, i.e. in the
arrangements the employer makes for the purpose of
determining who should be offered the employment.
(b) The employer who seeks to discourage such an
applicant from taking the job by offering inferior terms.
(c) The employer who comes out into the open and
refuses to give such an applicant the job on any terms.
Harvey on Industrial Relations and Employment Law, 2015
‘Protected Characteristics’
age;
disability;
gender reassignment;
marriage and civil partnership;
pregnancy and maternity;
race;
religion or belief;
sex;
sexual orientation.
Direct Discrimination
A person (A) discriminates against another (B) if,
because of a protected characteristic, A treats B less
favourably than A treats or would treat others
Comparator
Indirect Discrimination
(1) A person (A) discriminates against another (B) if A applies to B a provision, criterion or practice which is discriminatory in relation to a relevant protected characteristic of B's.
(2) For the purposes of subsection (1), a provision, criterion or practice is discriminatory in relation to a relevant protected characteristic of B's if—
(a) A applies, or would apply, it to persons with whom B does not share the characteristic,
(b) it puts, or would put, persons with whom B shares the characteristic at a particular disadvantage when compared with persons with whom B does not share it,
(c) it puts, or would put, B at that disadvantage, and
(d) A cannot show it to be a proportionate means of achieving a legitimate aim.
Reasonable Adjustments
1) Where a provision, criterion or practice of A's puts a disabled person at a substantial disadvantage in relation to a relevant matter in comparison with persons who are not disabled, to take such steps as it is reasonable to have to take to avoid the disadvantage.
2) Where a physical feature puts a disabled person at a substantial disadvantage in relation to a relevant matter in comparison with persons who are not disabled, to take such steps as it is reasonable to have to take to avoid the disadvantage.
3) Where a disabled person would, but for the provision of an auxiliary aid, be put at a substantial disadvantage in relation to a relevant matter in comparison with persons who are not disabled, to take such steps as it is reasonable to have to take to provide the auxiliary aid.
4) Where the first or third requirement relates to the provision of information, the steps which it is reasonable for A to have to take include steps for ensuring that in the circumstances concerned the information is provided in an accessible format.
Harassment
A person (A) harasses another (B) if—
(a) A engages in unwanted conduct related to a relevant
protected characteristic, and
(b) the conduct has the purpose or effect of—
(i) violating B's dignity, or
(ii) creating an intimidating, hostile, degrading,
humiliating or offensive environment for B.
Victimisation
(1) A person (A) victimises another person (B) if A
subjects B to a detriment because—
(a) B does a protected act, or
(b) A believes that B has done, or may do, a
protected act.
Protected Acts
bringing proceedings under the Equality Act 2010;
giving evidence or information in connection with
proceedings under the Act;
doing any other thing for the purposes of or in
connection with the Act;
making an allegation (whether or not express) that A or
another person has contravened the Act.
Making Arrangements
S.39(1)(a)
prohibits discrimination by employers against applicants in
the arrangements made for offering employment.
The unlawfulness lies in the mere making of discriminatory
arrangements, so that an applicant may complain about
the arrangements for filling the post, even if, in the event,
the post is not filled.
Examples
Short list on the basis of sex
Instruct the personnel manager not to employ married
persons
Brennan v. J H Dewhurst Ltd
Appointing a person to conduct interviews was part of the
arrangements made to fill the post, and those were
discriminatory if the interviewer was in fact biased on
grounds of sex, even though the district manager was
unaware of that when he delegated the interviewing to
him.
Can it be said the arrangements in fact
operate in a discriminatory fashion? McCausland v Dungannon District Council
A recruitment exercise was restricted to those already
working in local government employment in Northern
Ireland, this amounted to indirect religious discrimination
in that it adversely impacted upon Roman Catholics, who
were disproportionately less well represented in local
government as compared to Protestants.'
Terms
S. 39(1)(a)
prohibits discrimination by employers against applicants in
the terms offered for employment
Need not necessarily be a ‘condition’ – remember
indirect discrimination covers ‘provision, criterion, or
practice’
Keep in mind the need to show justification
‘proportionate means of achieving a legitimate aim’
Examples
Flexible working
Mobility clauses
Selection
S.39(1)(c)
Refusing or deliberately omitting to offer the applicant the
job
Specific refusal (i.e. as opposed to error) or deliberate
omission (i.e. as opposed to oversight)
Example
Osborne Clarke Services v Purohit
Indirect discrimination against job applicants
A firm of solicitors sought to justify the automatic
rejection of applications from outside the EEA on the
grounds that it would be difficult (if not impossible) for
such candidates to obtain work permits for the positions in
question. It was held, however, that this was not sufficient
to amount to good justification as there had been no
consideration of individual cases.
What to take into account
Enquiring about disability
s.60 Equality Act 2010 is a new provision: it provides that
except in specified situations an employer must not ask
about a job applicant's health until that person has either
been offered a job (either conditionally or
unconditionally) or been included in a pool of successful
candidates to be offered a job when a suitable position
arises
Section 60(6) permits health related enquiries where
they are necessary for the purpose of:
(a) finding out whether a job applicant would be able to participate in an assessment to test their suitability for the work
(b) Making reasonable adjustments to enable the disabled person to participate in the recruitment process
(c) Finding out whether a job applicant would be able to undertake a function which is intrinsic to the job (with reasonable adjustments in place as required)
(d) Monitoring diversity in applications for jobs
(e) Supporting positive action in employment for disabled people; and
(f) Enabling an employer to identify suitable candidates for a job where there is a genuine occupational requirement for the person to be disabled.
Immigration, Asylum and
Nationality Act 2006
Civil penalty
If he employs an individual aged 16 or over who is subject
to immigration control and either that individual has not
been granted leave to enter or remain in the UK; or the
individual's leave to enter or remain is not valid and
subsisting, or is subject to a condition precluding them
from taking up employment.
Criminal offence of knowingly employing an illegal
worker
Word of Warning
Take care not to discriminate when carrying out checks
i.e. imposing stringent demands on black job applicants
Impose demands universally
See Home Office Code of Practice for Employers
Criminal Records
For most roles, an employer is only allowed to ask about
what are termed ‘unspent cautions and convictions’
under the Rehabilitation of Offenders Act 1974
‘Basic Disclosure’
Do you have any unspent convictions? Yes / No.
Working with children/vulnerable groups
Do you have any cautions, convictions, reprimands or
final warnings which are not protected as defined by
the Rehabilitation of Offenders Act 1974 (Exceptions)
Order 1975 (as amended in 2013)? Yes / No.
These roles may be eligible for a Disclosure and Barring
Service (DBS) check which might be ‘Standard’ or
‘Enhanced’
Data Protection
Under the Data Protection Act 1998, a candidate can ask
to see information held about them – for example, the
application form, interview notes and references, or the
full personal file if the candidate already works for the
organisation
Future Legal Issues
Working time
Travelling to work
Holiday Pay
Commission based roles
‘Dirty hands’ bonus
Broadway House Annual
Employment Law Conference -
9th Oct 2015 – Leeds Crowne Plaza
Booking: www.broadwayhouse.co.uk
Topics:
Disability discrimination, the knowledge defence and workplace stress
Restrictive covenants
Developments in TUPE since the 2014 amendments
Investigations and injunctions, privacy and protection: unfair dismissal – keynote speaker: Jason Galbraith-Marten QC
Holiday pay
£69 per delegate for the full day session / £39 per delegate for a half-day session (morning or afternoon)
Questions and Answers
Adam Willoughby
Barrister
Broadway House Chambers, Leeds & Bradford
www.broadwayhouse.co.uk
0113 246 2600
Telephone: 0113 322 7240
Website: www.shorebird-rpo.com
Email: [email protected]
Twitter: https://twitter.com/ShorebirdRPO
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