As an employer, you may not discriminate against an employee, a job-seeker, a trainee or a school pupil in a work experience position, on grounds of sex, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation or age. All this is laid down in the Discrimination Act.
Nor may you treat someone unfairly in connection with parental leave. This is laid down in the Parental Leave Act.
The Discrimination Act also prohibits discrimination with regard to labour market policy activities (such as training programmes or employment services, private or public), in connection with membership of certain organisations (such as an employer or union body), when starting or running a business or seeking formal recognition as a professional (for instance government grants for business start-ups or the issuing of professional authorisation etc), or in connection with unemployment insurance.
The Equality Ombudsman (DO) monitors compliance with the Discrimination Act and the Parental Leave Act.
As an employer, or someone working for the social insurance or employment service, you must have a good understanding of your obligations under the law. So if you don’t t want to risk discriminating against someone, contact the Equality Ombudsman (DO) for guidance and advice.
Remember, as an employer you also have to take active steps to prevent discrimination.