Monitoring forms

An employer may give or send you a monitoring form and ask you to tell them about your protected characteristics.

After the recruitment has finished, they may use this information to help them to see who has applied for the job and who has been selected, in terms of their protected characteristics.

If they find that people with a particular protected characteristic are not applying for jobs with them or are not getting jobs even though they apply, they may use this to try to find out why this is. They could then decide if they should be changing their recruitment processes at all to make sure they are not excluding good applicants unnecessarily.

Equality law does not say that an employer has to use a monitoring form to find out individual personal information about job applicants and their protected characteristics as part of the recruitment process.

But if an employer does use a monitoring form and this tells them about your protected characteristics, then they must not use this information to discriminate against you. For example, they must not base decisions about who to take further into the application process on the information you and other people give on the monitoring form.


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Last Updated: 02 Dec 2015