What to do if job applicants won't come clean on their mental health

Guinan, Guy
February 2009
People Management;2/26/2009, Vol. 15 Issue 5, p36
The article discusses several legal issues about what information an employer can ask job candidates about their mental health involved in the case Cheltenham Borough Council v Laird. Applicants could refuse to questions asked by employers about their mental or physical health but employers would not be liable if they reject these applicants. Employers should not judge an applicant's suitability to a position based on information provided about his or her mental health problems.


Related Articles

  • Court: Applicants must apply first before they sue for hiring discrimination.  // HR Specialist: Employment Law;Dec2011, Vol. 41 Issue 12, p2 

    The article reports on the need for applicants to comply a job application before suing an employer for discrimination in hiring or promotions.

  • Just one applicant? You're not required to hire.  // HR Specialist: Illinois Employment Law;Jul2010, Vol. 4 Issue 7, p1 

    The article discusses a court case wherein an attorney testified on behalf of two black colleagues who sued their mutual supervisor for alleged discrimination. It examines the standard practice of the company which is to internally advertise the opening of a promotion. It notes that the 7th...

  • Case of the week. Marsh, Heather // Personnel Today;6/3/2008, p11 

    The article presents information on the court case Oyarce v. Cheshire County Council in which the claimant sued her employer Cheshire County Council in relation to its failure to give her the job opportunity, claiming that the interview panel victimised her by treating her less favourably due to...

  • Young but not cheap.  // People Management;9/16/2010, p34 

    The article discusses a court case which shows how a recruitment practice can become the basis of an age discrimination claim by a dismissed employee.

  • Study Suggests Bias Against 'Black' Names On Resumes. Leonard, Bill // HR Magazine;Feb2003, Vol. 48 Issue 2, p29 

    Focuses on a study which suggested that employers may be selecting or overlooking prospective job candidates for interviews based on their potential race as suggested by names. Details on how the study was carried out; Confusion in the findings.

  • One sex always does the dirty work? Be prepared to show that it's essential.  // HR Specialist: Illinois Employment Law;Oct2010, Vol. 4 Issue 10, p3 

    The article discusses a court case wherein plaintiffs William Keller and Ronnie Gullion were not able to prove sex discrimination against their employer regarding their specific tasks of subduing patients during mental health crisis.

  • Giving interview feedback can prove problematic.  // People Management;05/04/95, Vol. 1 Issue 9, p57 

    Warns human resource professionals to be careful about the interview feedback that they give to unsuccessful job candidates. Possibility of unsuccessful job candidates misunderstanding of the feedback; Reasons unsuccessful candidates seek redress from an industrial tribunal.

  • Interview Bloopers.  // Community Banker;Oct2000, Vol. 9 Issue 10, p62 

    Focuses on the most unusual candidates they interviewed by executives for a job, according to a survey by Office Team. Job seekers that lie to their current employers for not coming to work; Job seekers who do not know what their ideal jobs are; Very demanding job seekers.

  • Interviewing candidates at the task level. Steinberg, Jon // Direct Marketing News;May2012, Vol. 34 Issue 5, p45 

    The article presents some tips for employers on the questions that they will ask to applicants during the recruitment process.


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics