This case illustrates why it is important for businesses to consider and make reasonable adjustments in the recruitment process
In this episode 214 of the podcast I bring you a summary of a case that was decided by the Employment Appeal Tribunal in regards to the issue of whether an employer was under an obligation to make a reasonable adjustment to their recruitment process for an applicant with regards to his dyspraxia. The case is AECOM Ltd v Mr C Mallon.
In this episode of the podcast we cover:
- Why businesses need to ensure that they are open to reasonable adjustments in the recruitment process.
- The facts of the case and why they are rather unique as Mr Mallon had previously been employed by AECOM Ltd.
- How HR for the employer got it wrong and could have resolved the matter by a simple telephone call.
- Why someone has to be a genuine applicant for the job role in order to claim discrimination under the Equality Act.
- Tips for employers in ensuring that your recruitment process is inclusive, fair and reasonable.
You can read the full judgement here: https://www.gov.uk/employment-appeal-tribunal-decisions/aecom-ltd-v-mr-c-mallon-2023-eat-104
Other podcast episodes on the issue of recruitment and reasonable adjustments
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