From ehrc website:
We also highlight particular issues in each section of this guide that are especially relevant to you if you are a disabled person.
Questions about health or disability
Except in very restricted circumstances or for very restricted purposes, employers are not allowed to ask any job applicant about their health or any disability until the person
has been:
• offered a job either outright or on a conditional basis, or
• included in a group of successful candidates to be offered a job when a position becomes available, where more than one post is being recruited to (for example, if an employer is opening a new workplace or expects to have multiple vacancies for the same role).
This includes asking such a question as part of the application process or during an interview. It also includes sending you a questionnaire about your health for you to fill in before you have been offered a job. Questions relating to previous sickness absence are questions that relate to health or disability.
This applies whether or not you are a disabled person.
No-one else can ask these questions on the employer’s behalf either. So an employer cannot refer you to an occupational health practitioner or ask you to fill in a questionnaire provided by an occupational health practitioner before the offer of a job is made (or before you have been included in a pool of successful applicants) except in very limited circumstances, which are explained next.
The point of stopping employers asking questions about health or disability is to make sure that all job applicants are looked at properly to see if they can do the job in question, and not ruled out just because of issues related to or arising from their health or disability, such as sickness absence, which may well say nothing about whether they can do the job now.
The employer can ask questions once they have made a job offer or included you in a group of successful candidates. At that stage, the employer could make sure that your health or disability would not prevent you from doing the job. But the employer must also consider whether there are reasonable adjustments that would enable you to do the job.
You can read more about reasonable adjustments to remove barriers for disabled people in Chapter 3.
What happens if an employer asks questions about health or disability?
The Equality and Human Rights Commission can take legal action against the employer if they ask job applicants any health- or disability-related questions that are not allowed by equality law. Contact details for the Equality and Human Rights Commission are at the end of this guide.
Also, you can bring a claim against an employer if:
• the employer asked health or disability-related questions of a kind that are not allowed, and
• you believe there has been direct discrimination as a result of the information that you gave (or failed to give) when answering the questions.
In such a claim, the fact that the employer asked these questions will shift the burden of proof, so that it will be for the employer to prove that they did not discriminate against you when, for example, the employer did not offer you the job.
When an employer is allowed to ask questions about health or disability
An employer can ask questions about health or disability when:
• They are asking the questions to find out if you need reasonable adjustments for the recruitment process, such as for an assessment or an interview.
?For example:
An application form states: ‘Please contact us if you need the application form in an alternative format or if you need any adjustments for the interview’. This is allowed.
• They are asking the questions to find out if you (whether you are a disabled person or not) can take part in an assessment as part of the recruitment process, including questions about reasonable adjustments for this purpose.
?For example:
An employer is recruiting play workers for an outdoor activity centre and wants to hold a practical test for applicants as part of the recruitment process. It asks a question about health in order to ensure that applicants who are not able to undertake the test (for example, because they are pregnant or have an injury) are not required to take the test. This is allowed.
• They are asking the questions for monitoring purposes. You can read more about monitoring below.
• They want to make sure that any applicant who is a disabled person can benefit from any measures aimed at improving disabled people’s employment rates. For example, the guaranteed interview scheme. They should make it clear to job applicants that this is why they are asking the question.
They are asking the question because having a specific impairment is an occupational requirement for a particular job.
?For example:
An employer wants to recruit a Deafblind project worker who has personal experience of Deafblindness. This is an occupational requirement of the job and the job advert states that this is an occupational requirement. The employer can ask on the application form or at interview about the applicant’s disability.
• Where the questions relate to a requirement to vet applicants for the purposes of national security.
• Where the question relates to a person’s ability to carry out a function that is intrinsic (or absolutely fundamental) to that job. Where a health or disability-related question would mean the employer would know you can carry out that function with reasonable adjustments in place, then the employer can ask the question.
For example:
A construction company is recruiting scaffolders. The company can ask about health or disability on the application form or at interview if the questions relate specifically to an applicant’s ability to climb ladders and scaffolding to a significant height. The ability to climb ladders and scaffolding is a function that is intrinsic or fundamental to the job.
In practice, even if a function is intrinsic to the job, the employer should be asking you (if you are a disabled person) about your ability to do the job with reasonable adjustments in place. There will be very few situations where a question about a person’s health or disability needs to be asked.
Most of the time, whether on an application form or during an interview, an employer should ask you a question about whether you have the relevant skills, qualities or experience to do the job, not about your health or about any disability you may have.