Job Adverts

You do not have to advertise a job vacancy in a particular way or at all.

But if you don’t advertise at all or you advertise in a way that won’t reach people with a particular protected characteristic, this might in some situations lead to indirect discrimination, unless you can objectively justify your approach.

For example:

A large employer recruits workers to driving jobs through word of mouth. This results in everyone who has a driving job being a member of the same few families or a friend of these families. All the family members and their friends are white, despite the workplace being in an area of high ethnic minority population. Unless the employer can objectively justify the way drivers are recruited, this is likely to be indirect discrimination because of race.
If you do advertise, whether that’s on a notice board, in a shop window, in a newspaper or on a website, or by using a recruitment agency, you must not give the impression you intend to discriminate.

For example:

An employer advertises for a ‘waitress’; to avoid direct discrimination because of sex, they should advertise for ‘waiting staff’ or ‘waiter or waitress’.

This does not apply if any of the exceptions listed apply in which case you could mention a particular protected characteristic in the job advertisement. 

More information

Last Updated: 18 Dec 2014