5 simple questions employers aren't allowed to ask you in a job interview

Job interviews can often feel like an out of body experience.

You could end up finding yourself forgetting your own career History, stumbling over your speech, and uttering sentences you weren't aware your mind could craft.

Those sitting across from us tend to throw in unexpected surprises. questions your way — but did you know there are actually certain enquiries potential employers aren’t allowed to make?

Because of different employment laws, certain queries your future employers can't legally pose may come up.

Tackling employment discrimination is a significant concern, and Citizens Advice provides guidance on how to proceed, including options such as lodging a direct complaint with the company or pursuing legal recourse.

Here are five seemingly innocent questions you shouldn’t be asked, and what you can do if you are. Bear in mind there are exceptions, so always seek expert advice before considering action.

1. What's your age?

In most cases, it is illegal for an employer to inquire about your age.

Being considered ‘too young’ or ‘too old’ for a certain role will usually amount to age discrimination under the Equality Act 2010, as explained by business lawyers Sprintlaw.

Several exemptions apply to this rule, for instance, when a job involves duties that are restricted based on age, such as pouring drinks at a bar, or necessitates holding a driver's license. Nonetheless, 'How old are you?' remains an inappropriate query. Employers ought to instead ask questions directly related to these specific requirements.

If you’re worried about age discrimination, you can even remove identifying details like graduation years from your CV.

2. Do you have children?

There’s a huge amount of questions under this umbrella which are a big old no-no. Any questions around your family responsibilities or future plans do not have to be answered and should not be asked.

While it may come up in small talk and seem innocent, employers could – consciously or subconsciously – count this against you when they consider commitments outside of the office and potential leave for childcare.

HRMorning reports that one company was forced to pay £54,100 ($70,000) after a manager sent a text to an applicant asking if they had ‘any baby plans’.

3. Are you married?

Similarly, being questioned about whether you're married holds no relevance to your capability of fulfilling the duties required for a position.

The company may worry about how future plans could impact your work, or even offer you less money if they assume your partner is also bringing income into the same home.

4. Where are you from?

This particular topic could lead to an extensive variety of questions, most of which ideally shouldn’t come up during a job interview.

This also includes questions around race, ethnicity, religion, country of birth, which language is spoken at home, and many, many more. Allowing these to influence a hiring decision again falls under the Equality Act 2010.

Even friendly chat about the specifics of where you live could influence a hiring manager if they know the area, as they may then apply a certain stereotype to you – whether favourable or not.

If a business would like to verify you have the legal right to work in the UK, that should be addressed directly

5. Have you taken a lot of sick days in your previous roles?

Citizens Advice says that, in general, an employer isn’t allowed to ask questions about your health or disability before a job offer is made, which includes your sickness record.

If a job has specific requirements, such as lifting heavy objects, they should ask if this task is something you are capable of doing directly.

It adds: ‘You don’t have to say anything about your disability when applying unless you need adjustments made in the recruitment or interview process.

‘If you do tell your employer about a disability they can’t refuse to give you the job because of your disability’.

What should you do in the interview if you feel a question is inappropriate?

The University of Law indicates that there are various approaches to handling uncomfortable inquiries, tailored to your comfort level.

You might consider steering the discussion towards another topic, or you could say something along the lines of 'I'd rather not delve into my personal life, but I'm more than happy to discuss how my experiences make me an excellent candidate for this position.'

Instead, you could confront your interviewer by saying you choose not to answer the question and explaining why.

John Watkins, the Employability Director at the University of Law, comments: "Should you wish to decline answering or conclude the interview, you retain this choice. Although inappropriate queries might signal inadequate corporate practices and act as warning signs, they can equally point towards a less seasoned recruiter. Therefore, seeking clarification when necessary represents a prudent initial move in your interaction."

Should you find yourself faced with an improper query during the interview, jot down precisely what was stated whilst it remains vivid in your recollection.

The initial step is to engage with the company concerning the procedure, and escalate your concerns to higher management if necessary.

CitizensAdvice suggests documentingthis inwriting shouldyou considertakingthe nextstep of pursuinglegalaction.

If you decide to pursue this, you must do it within three months of when the alleged discrimination took place. You can find full guidance on the Citizens Advice website.

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