In this section you can find out all about the Equality Act, including information on the Act and guidance and codes of practice. Protected characteristics: It is against the law to discriminate against someone because of a protected characteristic. What are protected characteristics?
It is against the law to discriminate against someone because of:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion or belief
  • Sex
  • Sexual orientation.

We have also chosen to add the following, we do not select on:

  • It has no bearing on whether a candidate comes from a client or not from a client.
  • There is no selection made on whether the candidate is participating or not participating in an outplacement process.
  • For ethical reasons, we do not look at whether a candidate is employed by an exiting client with whom we work with or have worked with. We see it as a candidate’s own wish to apply for a position or accept a job offer, this possibility we believe cannot be blocked.
  • We do not receive money from a candidate which makes you more likely to be introduced to one of our clients looking for an employee.

Notes, Question & Answer

The candidate may legally have signed some clauses, as well as in some countries there may be legislation in place so that a candidate cannot work for a company seen as in competition, here the signed clauses and/or applicable legislation are followed. The candidate is obliged to inform us of this.
It is litigation difficult to maintain these clauses across countries.

Many countries have confidentiality rules that mean that knowledge you have from one job cannot be transferred to the next job, for example lists of customers, working methods etc.
It can in some cases give problems.

The most important languages have rules for who holds the tasks and what is produced in a work. Often this is included in an employment contract, but if it is in a country’s current legislation, this will cover the same¨.
It can in some cases give problems.

We may find ourselves in a situation where a country requires disclosure of some of the initial characteristics that it simply includes in a process once a candidate has been selected and must apply for a visa and work permit.
Here we have seen examples of an employee having to disclose his sexual orientation, religious beliefs or political convictions. Here, it is the country’s authorities that decide which employees are granted visas and/or work permits. It is not a selection 4selection make.
It can in some cases give problems.

The same similar issues can arise if an employee has a particular medical condition or diagnosis. Here we may find that an insurance company does not want to insure an employee in the context of an expatriate assignment, or in the case of a general trip to the country where the employee will be working. Most insurers will want to see a candidate’s medical record if the employee has been in contact with a hospital in the last 2 months, or if the candidate has a chronic illness or disease when the insurance is booked.
In case the candidate refuses to provide the information, the insurer may choose not to cover the employee. Or the insurance company may require that the known illnesses/diagnoses, and/or related illnesses not be covered.

In most countries a long-term stay requires an invitation from the company, in this invitation the company typically assumes the financial obligations in case something happens to the employee, therefore also an expat insurance is typically covered by the company. Without this insurance, the company will have to cover any costs incurred by the employee in the event of illness.

It can in some cases give problems.

When hiring employees who are going to change countries, we often see that the company makes provision for possible onboarding fees, travel and relocation expenses in case the employee cannot obtain entry, visa or work permit.

An employee employment agreement is usually subject to country of arrival law, which will always apply.
A consultancy contract is different as a consultancy contract is typically seen as a business agreement between two companies, or a company and a private individual. In the consultancy contract, the consultant must usually provide insurance, etc. The consultant contract is not protected in the same way by local law for an employee.