We could end up breaking ‘crazy' laws
I'd like to "sound off" on a particular aspect of the new age discrimination legislation.
We recently consulted our personnel law advisers, who told us that with immediate effect we have to remove the date of birth question from any application forms and are not allowed to ask any job applicant for their age.
Fine so far. But how about an applicant wanting to work in the bar?
There are licensing rules for the dispensing and service of alcohol which preclude anyone under the age of 18. Our advisers said that we would have to take on anyone for a bar vacancy regardless of their age, but we would be breaking the law and would risk losing our liquor licences if we took anyone under the age of 18.
OK, there may be some way to cross-check this by way of taking up former-employer references, but we know in this industry that some ex-employers are not good at filling in reference forms.
So it leaves us to go with gut instinct, and if the applicant seems competent at interview, give them, at the very least, a trial shift.
However, if in this example we find after they have been given the job that they are underage and we have to fire them, it falls into "age discrimination".
I wonder if any of your other readers have come across this crazy bit of legislation.
John Gater
Managing director, Ma Potters
Have your say
Click here to e-mail your comments. The editor reserves the right to edit comments.