The Equality and Human Rights Commission has warned that thousands of people could be at risk of being denied jobs and services each year due to unlawful, discriminatory adverts. Complaints about adverts which discriminate against older workers or on the basis of sex appear the most common, but people are also being prevented from having a fair shot at work opportunities because of their disability, ethnicity, sexual orientation and other characteristics, according to evidence gathered by the Commission.
Examples of complaints include:
- Sex and age discrimination, e.g. an advert for a ‘Saturday boy’ to work in a garage.
- Age discrimination by stating that those over 45 need not apply and by just seeking ‘young’ workers.
- Race discrimination by recruitment agencies advertising solely in foreign languages, e.g. vacancies for drivers only advertised in Polish.
The Commission has published two new guides for those placing and publishing adverts to help them advertise in line with the law: ‘Advertising: Frequently asked questions about what is lawful advertising for jobs, facilities and services and accommodation’ and ‘Advertising: A good practice checklist for advertisers and publishers’.
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The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
