Hiya Team,
This is a real life situation currently, but to be clear its a client of mine that's in this position, not my organisation doing this.
I am an Employment Advisor.
- Candidate applied for a hybrid role, working in office, home and outdoors.
- organisation is a gov body
- offered the role via email after application, interviews, presentation and tasks linked to the role (unknown at this time what the wording was i.e conditional offer with medical report)
- initial onboarding has been slow to progress
- when it did they asked about disabilities
- candidate declared ME, protected under EA
- Occ health was requested, candidate shared latest OH report from previous employer - which was a different role to that they had
- Organisation requested their own OH report, which candidate completed
- they then requested a more senior OH report
- Not seen any report outcomes yet
- But employer has now stated in email, they may withdraw the offer of employment due to OH report
- No final outcome yet
- Candidate has lack of faith in the organisation now, understandably
- Unsure they want to work for them now with such a slow then bias way of onboarding
- Candidate applied for this role, as they believed the change of varied role, would help their disability
As a former employer, recruiter - I find this really disappointing onboarding experience for the candidate, could be discrimination under EA.
I have advised client to wait for reports, email me access the initial offer email, I have sent them ACAS and CIPD resources, and told them to request a Subject Access report for all information they hold on the candidate. I will ring our CIPD helpline, when I have further information. I have also advised a conversation with an Employment Solicitor, because there may be a case.
Thoughts?
Thanks,
Liz